Category: HR Insider | Date: Dec. 26, 2018, 7:35 p.m. | Total Views: 669
Tags: HR Insider
Real Solutions Pvt Ltd organised 74th HR Kurakani on 26th of December on the key topic ‘HR Audit: Process Insights. The session was attended by numerous HR professionals from various organizations in Nepal and was moderated by reputed practitioner of HR - Mr.Bishal Dahal.
The Labor Act 2017 ("Labor Act") under Section 100 has envisaged the requirement of conducting Labor Audit by all Enterprises. Pursuant to Rule 56 of the Labor Rules, the Enterprises are required to conduct Labor Audit by the end of Nepali Month of Poush (Mid-January) every year. The Labor Audit should be conducted as per the criteria defined by the Ministry of Labor. Using the power conferred by Rule 56, the Ministry of Labor, Employment and Social Security has issued the Labor Audit Standard 2018 ("Labor Audit Standard" or "Standard"). The Labor Audit Standard has come into implementation effective from November 22, 2018.
Starting the session with brief introduction, Mr Dahal said “A human resource audit usually involves review of all HR policies, practices and procedures whether or not they are formal.” Further elaborating he said, HR audits helps organization to determine whether human capital is effectively used, where human capital is incorrectly – or unlawfully — used, and how to improve human capital return on investment. It includes reviewing documents, interviewing human resources professionals from different areas of the organization, interviewing some manager at different level of the organization, and possibly interviewing in-house employment counsel.
Addressing the current labour act of 2075, they shared that it is mandatory for employers to conduct HR audit by the end of the month of Poush every year as per the criteria defined by Ministry of Labor.
The participants at the Kurakani took to discussing each of the activities mention in the Format of Labor Audit Report that has been provided under Schedule 10 of Labor Rules in detail and agreed that their implementation would be somehow beneficial.
1. Description of the workforce
2. Compliance report of Labor Act – 2074 and Labor Rule 2075
3. Provision related to the Define Contribution Social Security of Act 2074 and the Define Contribution Social Security Rule – 2074
4. Provision related to the Bonus Act – 2030 and Bonus Rule 2039
5. Provision related to Trade Union Act- 2049 and Trade Union Rule 2050
6. Any other matter that Enterprise would like to supplement
In additions, auditor can also mentions points he would like to purpose for betterment. The name and signature of the person filling up the form and the one who approves the report is mandatory.
During the discussion on harassment, HR Practitioner said that it can be a trying and disappointing time when an employee files a complaint of harassment or bullying. HR needs to get into action mode immediately in such cases, they added. Professional also noted that Health and safety standard differs according to the nature of organization. They agreed that Health & safety policy of Construction Company might not align with organization like telecommunication and hence it differs on nature of job as well.
Addressing the current scenario, participants in the Kurakani shared that when country has moved to provinces, Local body has the authority to make laws which can be more challenging in the upcoming days to the professionals.
At the Kurakani, distinguished speakers addressed that all the HR professional are not from the legal background but there are numerous laws and regulations governing the employment relationship and HR professionals must understand and navigate in order to help ensure their organizations avoid costly fines and other penalties, including the potential harm to the organization’s reputation.
If you require any further assistance in regard to HR auditing, you can contact Real Solutions Pvt Ltd at +977-1-4106706/4106708.
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