Disruptive HR Technology Trends.

Management Association of Nepal (MAN) Presents


June 19-20, 2017 (Ashadh 5-6, 2074) Monday and Tuesday


§ To define which HR approach is most suitable for your organization

§ To assess and improve your performance management system

§ To give the ideas to conduct your HR

§ To give tools and techniques what goes wrong in HR and what can we do

§ To define personal competencies and role maps

§ To give depth knowledge on STOT the HR function

§ To give the techniques on HR problems

§ To give the depth knowledge on designing and assessment of HR

§ To motivate your staff by using your improved HR handling skills

§ To meet the dynamic work expectations by expanding your proactive capabilities and way ahead

§ To give the overall insight of HR


Ice-Breaking, Climate Setting and Introduction

Guest Speech on HR by the Senior Leader

Module ONE: HR in Modern Organizations

§ Background of the HR and HRM

§ Human Resource Management in the Present Nepalese Context

§ Best practice of HRM in selected organizations in Nepal

§ Common issues of Environment, Mission, HR Leadership and Culture

§ What is happening to convert HR in to modern HR PRACTICE and Way Forward?



Module TWO: The Evolving Role of HR as a Business Partner

§ Human Resource Job at a Glance

§ Risk taking and Risk Minimizing Tools in HR

§ Tools of High Quality of Working Life and Productivity in HR

§ Expectations and Tools to mitigate expectations in corporate HR practice

§ Preparation of HR Plan and Basis of Planning


Module THREE: Changes of Work Attitudes and the Psychological Contract

§ Team Building and Problem Solving tools and techniques in HR

§ Creative thinking and Decision Making tools and techniques in HR

§ Clock Leader and Leadership skills in HR

§ Psychological contracting in HR Relationship

§ Psychological contracting in HR Communication


Module FOUR: Human Capital Management

§ Strategic and tactical approaches to manage HR performance (Small, Medium and Large Organizations)

§ Strategic and tactical approaches to manage Workforce (Small, Medium and Large Organizations)

§ Strategic and tactical approaches to workforce analytics and ROI analysis

§ Strategic and tactical approaches to keep High-Performing HR Organizations in changes

Module FIVE: Integrated Performance Management

§ Overview of Integrated Performance Management

§ How to define sustainable performance management system for YOUR ORGANIZATION

§ Finding techniques the most suitable approach for organization (Small, Medium and Large Organizations)

§ Techniques of updating goals, objectives and measures based on changes in direction, policy or priority

§ Key benefits from the integrated approach


Module SIX: Motivation Skills in HR

§ Tools and Techniques to motivate staffs in HR roll

§ Techniques to identify what motivates staffs and what does not

§ How motivation fits together with leadership and management

§ Self-analysis TECHNIQUES on are you really a motivator in your team?


Module SEVEN: The Talent War in Recruitment

§ Different approaches in Private Sector and Characteristics of HR

§ Different approaches in Public Sector and Characteristics of HR

§ Different approaches in Government Sector and Characteristics of HR

§ Different approach in INGOs Sector and Characteristics of HR

§ Different approach in NGOs Sector and Characteristics of HR

§ Different approach in Third Sector's and Characteristics of HR


Module EIGHT: Emotional Capital and Stress Management

§ What is emotional capital

§ Understand positive stress

§ Identify symptoms of burnout and overload

§ Identify the sources of stress in your work life

§ Ideas to develop strategies to prevent feeling overwhelmed

§ The sources of stress – emotional, mental, physiological, behavioral, personal, social and religious

§ Identifying our personal stress map

§ Stress management techniques (stress reduction, relaxation and self-care)