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Human Resource:

Development of human resources (HR) key to overall success of an organization and an important of achieving organizational goals and objectives. Human resources development (HRD) refers to a comprehensive and complex process of ensuring adequate trained and skilled human resources in place accomplish organization tasks and bring excepted output to attain its vision and mission. HRD mechanism should be an integrated and need-based strategy and framework to meet the changing needs of the organization reading supply of adequate manpower. HRD mechanism has to be comprehensive to perform its three basic functions such as (i) HR planning, (ii) HR production, and (iii) HR management.

HR planning is an important tool to assess the requirement of human resources on the basic of project volume of work, nature of job, and stipulated timeframe to bring expected output. HR planning guides the management of the organization towards production and /or mobilization of human resources, i.e. number of staff / personnel to be required or hired, estimates of person-time to be deployed, and distribution of work as per the nature of job and expertise of the staff. HR management is a board range of divers strategies such as staff appraisal, performance review based on which HR management activities such as promotion, training, reward / incentives (praise, study tour, participation in seminar bonus) are performed.

HRD strategies should be flexible and programme oriented in view of organizational vision and mission. NARI MAITREE is non- profitable non-political small-scale local level private multi-dimensional development organizational registered as an NGO. NARI MAITREE' vision is to promote and improve the health and socio-economic well-being of the people it serves through its missions of quality health, education, income generation and social development interventions.

NARI MAITREE's HRD strategies have been developed in response to its needs of attaining this mission, NARI MAITREE' HRD plan is a generic guidelines based on the gender equity, flexibility, transparency, and quality productivity. Being a small NGO, in the context of its scarcity of resources, cost-efficiency and relevance has been considered to be the major criteria to implement its HRD activities.

Purpose of HRD Plan:

	Provide an institutionalized framework of strategic guidance and direction to the
	management of NARI MAITREE on how to plan, implement, and evaluate its HRD activities and initiatives;

	Develop a process of continuum between organizational needs and supply of manpower
	through a regular /periodic review and assessment of job nature, work patterns, work load and staffing.

	Ensure supply and availability of trained and skilled manpower through a provision of quality
	training and capacity building activities.

	Sustain the commitment of the staff through introducing various HR appraisal and rewarding
	system and provisions.

	Improve the quality of services and products.

NARI MAITREE' HRD Mechanism:

NARI MAITREE' HRD mechanism consists of a framework of strategies and processes on planning, designing, implementing, supervising, monitoring and evaluating HRD interventions.

HRD Strategies: The strategies framework includes a 9-members HRD Committee headed by the Executive Director as follows:

HRD Committee:

Chairman	: Executive Director
Member	: Two (2) from EC
Member	: One (1) from Programme Division

The Executive Committee forms the HRD Committee in consultation with the Executive Director. Unless, there is any situation arise such as create vacancy due to absence of any member, the Committee is reviewed every three years. The HRD Committee sits every quarter to review HRD plan, implementation status and the future needs and support. This committee is also responsible for approval of HRD annual plan and formation of Recruitment and Deployment Board (RDB).

NARI MAITREE's HRD Activities:

HR Planning:

	Organize HRD annual consultation workshop with the professional staff and members of
	HRD committee

	Prepare annual HRD plan and approval by the HRD committee

	Discuss and review HRD plan in the quarterly review meeting of the projects

HR Production:

	Prepare comprehensive HR profile of each project with their qualification, experience,
	training received, current job and assignment, and the future needs of support.

	Periodic review and assessment of respective project's services and activities, volume of
	work, job purpose, allotted posts, and assess the justification of posts requirements with job purpose

	Mobilization of HR through recruitment and development.

HR Management:

	Annual performance review of all staff

	Annual review of organization productivity and output assigned against each job post and
	identify problems and constraints

	Re-allocation of post among the staff based on the review findings

	Recommend for promotion, transfer, re-allocation, rewards and incentives to the staff based
	on the review.

Recruitment Policy :

Executive board takes decision about recruitment of new staff. Advertisement has been published in the national and local newspaper. In case of recruitment for the project persons from approved panel have been recruited.

Promotion Policy :

Experience and efficiency is the main principle for promotion for any staff.

Other: There is provision of leave. Discipline is strictly maintained in the organization. Action is taken as per approved Service Rule of NARI MAITREE

STAFF DEVELOPMENT PLAN:

To achieve the Organizations goal and objectives, A staff development plan has been prepared: In this staff development plan,

These are as follows:

	After recruitment of staffs, firstly, conduct an orientation session for the newly recruited
	staffs to inform about organizational values, norms and rules and their responsibilities

	Provided Attachment training

	Provided basic training on core activities of concerned project / program

	Provided Refresher training for developing their capacity every year

	As per organizational staff development policy, assessing the performance and knowledge
	of concerned project staffs and then provided need based training through training unit

	Provided national and international training organized for achieving specialized in the
	specific service

	Yearly Staff appraisal has been reviewing for assessing of concerned staffs strength and
	weakness in participatory appraisal

	Provided and organized national and international seminar, workshop on deferent issues
	for better knowledge of staff

NM provided all these training for their staffs to build and develop their self confidence, communication skill, knowledgeable, informative and to change in their desired behavioral pattern.