Tag Archives: human resources in nepal

Top ten challenges with human resources in Nepal

so here are lists of challenges in managing associates while running Digital Max Solutions, a Website development company and an online branding firm.

1) People take the job as a training first – execution of their responsibilities second(they are less inclined to feel responsible for their jobs). So tell them bluntly about this distinction when you hire them.

2) Competent manpower hard to retain for more than a year. Expect short term. Build for mid term, hope for long term. Try calling employees —> associates. It may make all the difference.

3) Some people work hard to impress you during the early months of their career with you, and then once they win your trust, start slacking off noticeably (intentionally /unintentionally). So build regular incentive packages and compare their contribution with new people regularly (through statistics, earnings etc)

4) In Kathmandu you would have to invest most of your resources on infrastructure management, insurance and backup/security of the infrastructure, leaving not much resources for human resources trainings and career development. The only option here is build environment where they can learn from each other. (instead of costly outside trainings)

5)  The current brain drain is accelerating  the thinking that, “life is easy out in foreign countries” You can’t change that. Just deal with it. Don’t compete just on money. You will lose. Compete on “sentimental values”. Being close to family, exciting office environment, understanding management” etc.

6) Constant distractions in Kathmandu seem to affect an employee’s morale more negatively than on work. Young people are more disturbed by not being able to comprehend or able to find solutions to the complex reality of Nepal. Just let them feel, that once they are inside your workspace, they feel shut out from all these thoughts and problems. Make the office environment in such a way.

7) Not many people are interested in questioning themselves and their bosses about the career direction/chart. (blindly following whatever is given to them or wherever they are led). Very few are inspired enough to make a career path. My tip: reward those inspired ones that do. Pay them much more. You will need them ! they inspire others to do better.

8 ) Common sense (highly undervalued and extremely deficient amongst upcoming IT professionals in Nepal). Well, reward those with common sense. They work at least 2 or 3 times harder than those who don’t.

9) “The grass is greener on the other side” thought is ingrained, plastered, super-glued ! Well, tell them when they are in the other side, they will feel the same. (psychological warfare :) )

10) “Because of My family” is the primary excuse for all deal breaking, ties-breaking decisions, some of the associates make. I have rarely seen one own up to their responsibilities cleanly. Those that have owned up, i have only abundant respect for them. Look for hiring people with passion in their eyes, you won’t get such irrational excuses from such people !

Again, these are my experiences dealing with professionals i have met while running DMS and talking with other entrepreneurs in Nepal running companies in Kathmandu. So take it with a pinch of positive salt please !

To recruit better people in Nepal, heed this simple tip.

I must say, this past few months, i spent more time on human resources (HR) management than on Business development. We have not been effective in finding a good human resource manager for our IT business.

I see this as an industry wide problem in Nepal. Headaches!

My suggestion to you is if you want to start a company of 15 or more people. Pay some more time and money to find an “excellent” Human resource manager. Your headache will go down by half. I will vouch for this.

At DMS, we are trying to bring in experienced Human resource manager who also has experience with the information technology (terribly difficult to get this qualification). We hope that this position will create a bridge between the management and technical developers working with us.

How has been your experience in creating a Human resource department or hiring a HR manager ?