Case Study on Kathmandu Logistic Pvt. Ltd

Case Study: 1
Answer of Question (a):
I think yes, Kathmandu Logistic Pvt. Ltd. needs an HR Department. HR Department is the
collection of the individuals that make up an organization’s workforce. HR plays a crucial role in
the growth of healthy organizational culture and also in increasing the participation and
efficiency of workers who are also important for progress. Many companies lack a field of
specialization for HR. HR includes far more than recruiting, dismissal and payment assessments.
It includes all areas of planning and coordination of individuals and is essential to creating a
healthy culture. If workers don't feel valued, their performance won't be affected.
The purpose and functions of HRM are:
(I) Staffing: It involves hiring additional permanent or part-time staff, recruiting contractors, and
arranging workplace contracts. Company will be profitable if it has qualified persons who are
assigned to a certain role along with the correct location and timing. It will help an organization
meet its strategic objectives.
(II) Compensation: Compensation is a method used to boost the company's performance with
many reasons. The incentive covers incentives including rewards, income share, overtime wages,
and appreciation and selling commissions. It is an essential part of HR management that leads to
employee attraction and business efficiency. This may also be seen as an award for excellent job
results. The workers must be willing to work and the client must be happy.
(III) Employee and Labor Relation: The relationship between workers and employees in an
organisation is very important, because without collaboration, no company will work effectively.
Protecting the interests of employees and employers, dealing for restructuring, decreasing the
difference between the business and HR. The principal role of the company is to address various
problems, including bullying and other abuse of office, to link employers and staff and negotiate
employee rights with syndicates, partners and management teams.
(IV) Safety and Health: Safety & health are the functions of human resource management. The
safety and health issues of the employees are highly important in HR, considering that
employees are the asset of the company and their good health in a healthy working atmosphere
enables efficiency and performance to be improved in the long term.
(V) Managing performance and training: An important aspect of HR is performance
improvement, planning and development. Practically all members might have had a few
deficiencies in their skills in the workplace. Implementation helps the managers in responding to
these problems. A successful showcase of the system empowers managers to provide assistance
to members who need it and identify them.

Answer of Question (b):
Recruitment process refers to job identification, registration, conversation, placement,
and training processes. It contains all fact that a workers recruitment will be completed.
Identification is required to take place among specific workers based on the nature of an
organization. Greater organizations do have huge recruiting teams, while some can only have
one. The boss manager can be responsible for recruiting of tiny groups. In such aspects the plans
for external companies are reinterpreted by different companies. Organization, through
advertisements, working papers, internet related online sites and other emerging places, actively
searches for members. Often businesses used enrolling services to have best rivals more and
more efficiently. It normally functions as a human resource component. HR is responsible for
facilitating the ultimate aims of the organization by urging human capital to associate itself with
the most important element of the organization. There two types of recruitment. They are:
Internal Recruitment: An evaluation by the present management of the corporation to
determine whether existing employees are skilled or competent to carry out the requisite job
opportunities. During the stage at which an organization engages in the corporate registry, the
existing delegate can either be transferred to the new environment through an advanced or
corporate transfer. Internal recruitment provides even some extraordinary benefits above certain
aspects, but it also has defect hunters. Finally, any organization and hiring director will focus on
its needs and establish a registration strategy which they agree to provide the best opportunity.
External Recruitment: The assessment of a potential group of work applicants rather than
current workers is additional recruiting, to determine whether there have been enough trained or
qualified candidates to occupy and practice new positions. That is the method of seeking vacant
roles in a company, beyond the existing staff pool. This is the route out from the internal job
market to fill empty conditions in a community. The assessment of the available usable pool of
applicants, rather than experienced employees, to know that they have ample skill or skilled to
meet their available work role and execute it.
Selection is the way to sign skilled employees and manage work losses. Instead of admission,
any impermissible applicant would be excused by order. This system is tedious. In fact, several
companies are stuck with expensive invites to nominees for vacancy jobs. The commitment
technique is to be followed so far as possible , given the context in which the applicant does not
discover the perfect opponent for the role they are searching for after the review of the
requirement and is to genuinely optimize to file the nominee. For selection of workers, there are
several essential exams. They are:
(I) Tests of integrity: The development of pre-commercial research begins with respectability
checks. This will help organizations prevent the usage of dishonest, unreliable or unregulated
people. Obvious measurements of faithfulness include basic inquiry into respectability and
morality. Under covered assessments measure features identical to integrity correlated with
truthfulness.
(II) Checking Personality: The check for personality will provide information in the social
health of competitors and how their character will become a work. Character traits tend to

contribute to job success in diverse workplaces. For example, sales reps who receive a high score
on extraversion and trust would benefit overall. The pattern for big five is popular. In
comparison, motivation assessments are character development assessments and are mostly used
by vocation guide teachers in classrooms.
(III) Tests in emotional intelligence: emotional intelligence refers to the manner in which
someone integrates interactions and accepts the emotions. Both skills are a huge influence in
calls involving partnerships and agency visits. Over all, measures assessing emotional
intelligence provides a continuity in occupational efficiency.
(IV) Checks in work skills: Job skill checks evaluate the advanced or anticipated abilities of a
new by in a certain region. For example, some knowledge about important accounting principles
can be obtained from a bookkeeper. Such kinds of assessments are usually useful in programs
involving unique details or high ability levels.
The strengths and weaknesses of Kathmandu Logistic Pvt. Ltd are
Strengths: In the market, the organization has a severe salary pay. It is an important organization
with offices in major urban areas around Nepal.
Weakness: Further student people display less interest or commitment because their work can
not be properly treated or comforted. The training of the company for the most up to date and
younger employees is poor and will not apply to professional roles. Project demands by
contractors, such as an HR Department, were refused.