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The Human Resource Management Department (HRMD) is responsible for managing the human resources of NRCS, including both the staff members and volunteers.

Currently, there are more than 1,000 employees, and more than 1,000,000 volunteers and members associated with the Nepal Red Cross Society.

Since the establishment of the Human Resource Management Department (HRMD) in 2002, the department has been working to manage motivated and efficient HR for a humanitarian response which is the key arena of the human resource management department’s objective. The department specifically contributes to ‘establish responsive and responsible governance and effective management system at all levels’ (7th Development Plan of NRCS, Strategy 4).

Strategic Objectives

  • To manage efficient and motivated human resource (staff & volunteer) for the quality service delivery by HR planning, employee remuneration and benefits administration, performance management, and employee relation
  • To develop professionalism and creating the environment to uplift standards of professionalism, the right sense for the good conduct,
  • To maintain the ‘Good Administrative Governance’ managing the standards at the internal and external level
  • To adhere to the efficient and effective best practices, innovative programme, principles, and values for the HR development
  • To build the teamwork and treat everyone dignifiedly
  • To develop the relationship, coordination, and partnership with the Nepal Government and other agencies
  • To promote innovation, improving the operational capacity, program & products compatible with the organization policy and service need


  1. Human Resource Development (HRD)
  2. Human Resource Development Institute (HRDI)

The Human Resource Development Division (HRD)

The Human Resource Development (HRD) Division is mainly responsible for the development of human resource-related organizational policy, rules and regulations, procedures and execution processes needed for administration and effective human resource management of the Nepal Red Cross Society. The HRD division is working through an integrated approach, partnership and coordinated ways in the area of human resource-related policy, standardization of job descriptions and performance evaluation, standardization record-keeping of available human resources and developed skillful professional, and identification of needs of training with training courses development and follow-up. The human resource management department governs HRD division basically for the technically supports to all other departments on the above mention areas of benefits of human resource i.e. development, motivation, define benefits, performance evaluation, career development, reward, recognition, development of the policy and guideline and regular monitoring for the compliances of disciplinary action during the service periods.

Key Activities at HRD

  • Developing highly competent employee and volunteer for the organization service
  • Formulating and developing the policy, procedure, rules and regulation and program needed for providing continuity and sustainability to human resource management
  • Providing strategic and technical support and advice to the administrative units in order to develop administrative and managerial sectors under human resource management
  • Formulating strategy and program for continuity of human resource management sector
  • Conducting organizational development (OD) and human recourse competency development-related research services

Human Resource Development Institute (HRDI)

For the envision of bringing as an independent corporate unit, the Human Resource Development Institute (HRDI) has been established in 2012. Institute can facilitate trainings for self-serving skills and of aims at being the leading institute of innovative and modern management and organizational development in the country, and also in the SARD/SAARC region.

At present, HRDI refers to an organization’s focus on improving human resources including its volunteers’ knowledge, ability, skills. The HRDI is functional to produce basic and medium level human resources within as well as outside of the NRCS, ensure providing consultancy services, manage professional training courses and set standards for skills required for verification. The institute manages the responsibility of training and capacity building innovative conduction to the HR adopting scientific and modern tools of HR-related policy and guideline which helps to ensure the availability of highly motivated people for providing a timely and qualitative humanitarian response in the emergency and development actions.

Key activities of HRDI

  • Producing modern techniques and human capacity to perform in the best possible way of service
  • Providing training services to build the capacities on both “core competencies” and “specific area competencies” of governance and management
  • Developing trainers and building training capacity of CBOs/NGOs and district chapters of Nepal Red Cross Society
  • Conducting research-based theory with a focus on programmatic research
  • Promoting and collaborate with local, national and international partners working in the educational sectors
  • Developing internal organizational and management capacities to deliver institutional services efficiently and effectively


Puja Koirala