Frequenty Asked Questions
1) How does the Bikalp help-desk work?
3) What is HR Audit and what benefits do I get out of HR Audit?
4) Why should I take recruitment services of Bikalp when my organisation can do its own recruitment?
1) How does the Bikalp help-desk work?
The Bikalp help-desk is targeted at practicing managers and entrepreneurs. The way it works is very simple. You need to post a question/problem/issue that you have to deal with for wish you are seeking solutions. You have some options:
Option 1: you can ask us a question in general forum and the question and answer will be posted in our help-desk blog. This will help others who are seeking similar answers. This is our preferred option.
Option 2: You can ask a confidential question (which comes to us through email and we will respond through email maintaining confidentiality.
Ultimately, we will have an array or pertinent questions and answers clustered together. This will help us understand our market better and solve the problems.
2) Being a newly appointed manager of a business organisation in Nepal , I want to make changes so that my employees get a clear message that we are going through a transition process, where do I start?
When you first join the organisation, it appears that there is a lot of scope for changing the systems, structures and practices. You must have a dream of a culture where performance is measured rewarded and those who put in more effort get better opportunities and remuneration in your organisation. However change process is difficult requiring a leadership that is open-minded and willing to change. Here are a few things that I have realised being involved in changes…
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Opening your eyes and ears: listen to your staff members and develop TRUST RELATIONSHIP.
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Catch the agents: you will need a group of 'change agents' who are from within the organisation and are more willing to learn and change than others.
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Influence everyone to think beyond their self-interest and think of interest of the firm.
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Conduct formal/systematic organisational assessment, this has to essentially include an external consultant who will talk with each of the employees personally, synthesize the data and present it in a workshop kind of setting where all employees are involved. The workshop will automatically prioritize the issues/required results.
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Involve employees in mapping out the change process.
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Closely follow the mapped action plan and take actions based on this document.
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Link rewards (like salary revision, benefits, promotions etc) to the achievement of planned results.
At the core of all change process, firmness to execute planned activities and building of trust relationship with 'performers' is critical to meeting your objectives.
3) What is HR Audit and what benefits do I get out of HR Audit?
HR audit is not a common practice in Nepal . Think of the Financial Auditing that is conducted in your organisation on annual basis. Many of the people involved in finance and administration in your organisation most often say that they will have problems with the audit later on, so they have to process the financial transaction in a certain pre-described way. HR audit is similar in Nature. It is a systematic assessment of the human resource practices in an organisation.
Although Bikalp uses the term HR audit for commercial appeal, what we do is actually organisational assessment. Our experience shows that the audit instrument needs to capture major dysfunctional issues or an organisation. If such issues venture outside the premises of human resource, we at Bikalp believe that the HR audit should cover such issues. Although we can site many examples of benefits of such audit, here are two interesting and most common benefits:
Benefit 1:
It is often surprising how people feel relieved just by sharing their thoughts. Your employees, especially at middle levels are most likely frustrated because their thoughts, insights into problems and solutions and innovative ideas are not heard of. When Bikalp is involved in HR audits, many employees (almost 80%) feel that their voice was never heard before and they take the opportunity to talk to Bikalp consultants very positively. This interaction itself solves many of your organisation's HR related problems automatically: by giving a vent out mechanism before a disruptive and volcanic outburst of grievances.
Benefit 2:
Nepal is a very hierarchical society and conformity to social norms is very important for Nepali. Many managers that we have worked with claim to be open-minded and open to all forms of criticisms and feedbacks. However, when a subordinate comes with problems once too often, they tend to distance themselves from such subordinates. The subordinates feel that the 'yes boss' attitude works in almost all circumstances. Unfortunately, the general Nepali Manager cannot strike a balance between his 'social relationship' and the 'task relationship' with his subordinate(s).
HR audit gives you a perspective of the whole workforce in scientifically valid and strategic perspectives. For example, one of our clients felt that her organisation and no major problems in the area of communication. However, the HR audit found that two way communications was one of the major problem. She understood that, by virtue of being a manager, there were things that she could not see in an organisaiton. In simple terms, HR audit helps managers see the 'blind spots'.
4) Why should I take recruitment services of Bikalp when my organisation can do its own recruitment?
There are some things that you are good at. These are called your core competencies. You earn money out of using your core competencies. For our clients, the core competency is not recruitment. However, for Bikalp, recruitment is one of our core competencies. By virtue of our experience, we can give you a rough idea of what kind of people are available in Nepali market, or the impact of the type of advertisement you put with the kind of people who apply.
The common feeling among our clients is that consultants are smart con men. However, we are not established to cheat on our clients and make money. For recruitment, our charges are only levied if you give employment to the person whom we recommend. In order to build your capacity to recruit, we encourage you to be involved in the entire process of recruitment and selection. For some NGOs who were not able to afford the recruitment fees, we have also been involved in pro-bono recruitment. Some people don't believe that business like ours can do pro-bono work, especially when it is just one year old. But such pro-bono recruitment helps us to gain confidence of the donor community and build long-term partnership.
Bikalp claims almost 100% retention rate of both recruits and clients.
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