Case no.

HR SHORTAGE IN THE NEPALESE

CONSTRUCTION INDUSTRY
Group members

 Chasum Rai
 Numa begha Limboo
 Pooja Shah
 Pramila Tamang
 Kiran Bishwakarma
 Parbat Rai
 Paridhi Pokhrel
 Gareema Bhandari
 Given scenario of the case
 There is given the situations of demands, supply and shortage of human
resources in construction sectors of Nepal from 1980s till today.

 We were informed how the demands of trained project managers, skilled

workers and civil engineers increases rapidly and supply was drastically
lacking at one period of time;

whereas at the another period of time the opposite situation came when
demands were very low & supply were high happened.

 Likewise, they faced HR shortages due to various reasons.

 At the end, The Nepalese construction industry adopted a new HR

Strategy to overcome HR shortage; but were still struggling to find
workers to maintain success in their work.
Q.N.1.
Demand scenario for civil engineers, managers
and technicians in the construction industry
in Nepal & Drivers of it.
 From the mid-1980s for around 10-15 years the Demand
for civil engineers, managers and technicians was very
low due to less construction works and there were only
few government projects availavile for their job.
 In the late 1990s and early 2000s there was essentially no
demand for civil engineering at government and private
universities.
 According to estimates, there was a 40–50% deficiency
of project managers and skilled workers before
earthquake of 2072/01/12 of 7.6 R.S.
 After the earthquake of 7.6 R.S. collapses almost 5 lakhs houses
and others infrastructures of mainly 22 districts of Nepal.
 Which creates higher need for construction works and workers.
 Following this, the demand for skilled workers spreads rapidly.
Drivers of manpower for civil engineers, managers and
technicians.
 Increasing the country's population and standard of living,

 Destruction of public and private property during "Peoples/ Maoist

Movement”
 Last but mainly, due to "2072-1-12 Earthquakes" that devastated 5 lakhs
properties & infrastructures of Nepal.

which creates needs for construction works/workers in Nepal

Q.N.2.
Causes of the gap between the supply and demand
of skilled managerial and technical manpower

 Due to fact of 1980s of low amount of job opportunities the

skilled employees were jobless in Nepal that’s why they chosen to
go abroad for job.
 Following this, the sudden “moist movement” and the
“earthquake” creates demand for employees significantly. But
there were insufficient workers available in Nepal.
 Due to low pay rates which don't cover the cost of living in
todays society, So, potential human resources are unwilling to
work.
 Lower interest in working in Nepal due to less effective for
capacity building for educated youth to put their learning into
practices.
Q.N.3.
 Fundamental causes of the low interest in
Nepal's construction industry from civil
engineers and technicians
 After the 1980s, the fewer job opportunities for civil
engineers and technicians.
 Contradictory to other sectors of organizations,
construction companies are typically terrible "paymasters.“
 In comparison to other professions, the life of an engineer
or technician in the construction industry is very
challenging and full of hardships.
 Movement from one site to another for work.
 choose to work in the more profitable industries in &
outside of the nation.
 interest in pursuing further education abroad.
Q.N.4.
 HR strategies for attracting and keeping talent that
we would recommend to the leaders of the
industry.

 Should raise payments, provisions & job securities in

comparison to other industries.
 insert Various performance-based reward policies for employees.
 Maintain a healthy work-life balance for employees' families
and their jobs.
 Collaboration with governments in various projects.
 Employers or employees who work in remote areas should
receive higher payment 
 From the currently available manpower, choose the person who
truly wants to work with the facilities of attractive rewards,
and train them for the job as required.
Q.N.5.
Can Nepal's building sector convert this tragedy
into an opportunity in the context of the disaster?

Yes, our construction sector can convert this tragedy into an

opportunities by following ways:
 By following their strategy to add 50,000 jobs per year with a
significant portion of this coming in technical, managerial, and
engineering functions.
 Create a collaborative effort with government to eliminate the HR
shortage.
 Generate potential manpower by using various tannings.
 Assemble the necessary tools needed to make work faster & easier.
 The damages by the earthquake have created lots of opportunities;
So, pursuing employment of this sector would grow back the
sustain of this sector.
 The role of HRM can play in this scenario
HRM is the major aspect to be considered at this time because
the market is lacking human resources.
 The HRM team needs to do planning of utilizing the all
resources required for its work effectively.
 They should apply different motivation tools to enhance their
employees efficiency and the industry's productivity.
 They should facilitated workers with the opportunity for
career development.
In such way manpower would be attracted in the industry which
will lead to the solution of a major problem “HR SHORTAGE".