OVERVIEW OF OVERSEAS

RR GROUP NEPAL PVT.LTD

AN INTERNSHIP REPORT

Submitted To:
Office of Dean
Faculty of Business and Accounting
Lincoln University College, Malaysia

Submitted By:
Prakash Bahadur Karki
LUC Registration No.: LC0003000022
Phoenix College of Management (PCM)

in the partial fulfillment of the requirement for the degree of

Bachelor of Business Administration (BBA)

Kathmandu, Nepal
November 2016
 DECLARATION
I hereby declare that this internship report entitled “Overseas Operation of RR Group
Nepal Pvt. Limited”of RR Group Nepal Pvt. Limited submitted to PheonixCollege of
Management, Faculty of Business and Accounting, Lincoln University Collegeis
entirely my original work done as per the partial; fulfillment of requirement ofBachelor
of Business Administration (BBA) under the supervision of facilitator Sr. Ass. Prof.
SanjeevPradhan.

The information used in this report is considered precise, consistent and explicable. The
information about the proper execution of the overseas might be inadequate due to the
time restraint.

The author is not conscientious or predisposed, legally against the result and
consequent decisions or findings based on primary data.

…………………………

Prakash Bahadur Karki

LUC Reg. No.: LC0003000022
 ACKNLOWLEGEMENTS

This internship works on “RR Group Nepal Pvt.Limited”has been prepared for the
partial fulfillment requirement for the degree of Bachelor of Business Administration
(BBA) on 8th semester. It was a great honor to work as an intern atRR GROUP NEPAL
PVT.LTD. It has helped me to gain real working experience in an organization and
broaden my knowledge. I am very thankful to everyone that has helped me to complete
this project and like to extend my sincere gratitude to everyone who has contributed in
the preparation of this report.

I am grateful to Phoenix College of Management afflicted toLincoln University for

providing me an opportunity to get involved in Internship Program, which helped me to
learn about overseas sector. It would have been impossible without the support,
strength and guidance of some indispensable institute and personalities.

My sincere gratitude goes to Dr. Binod Bahadur Khatry principal, as an instructor for
his supervision to bring out the project and for providing the necessary support. In this
regard, I would like to thank the report supervisor Mr: SanjeevPradhan, and all my
teachers and friends for their support and guidance.
I would also like to thank to all the respected personnel of RR Group Nepal Pvt.Ltd. for
their encouragement, suggestion and their guidance, who gave generously gave time
from their busy schedule.

Prakash Bahadur Karki

Table of Contents
TABLE OF CONTENTS

DECLARATION ……………………………………………………i
ACKNOWLEDGEMENT …………………………………………..ii
TABLE OF CONTENT …………………………………………….iii
LIST OF TABLES ……………………………………………….....iv
LIST OF ABBREVIATIONS ……………………………………….v

CHAPTER ONE: INTRODUCTION...... Error! Bookmark not defined.

1.1. Background of the Study ...................................... Error! Bookmark not defined.
1.2. Objectives of the Study ........................................................................................... 2
1.2.1 General Objectives 2
1.2.2 Specific Objectives 2
1.3. Methodology ........................................................................................................... 3
1.3.1. Organization section ............................................................................................ 3
1.3.2. Placement ..................................................................................................... 3
1.3.3. Duration… ................................................................................................... 3
1.3.4 Nature and Sources of Data ……………………………………………….4
1.3.4.1 Primary Sources………………………………………………………..4
1.3.4.2 Secondary Sources……………………………………………………..4
1.3.5 Activities Performed……………………………………………………….4

1.4 Limitation of the study ............................................................................................. 4

1.5 Organization of the study..........................................................................................5

CHAPTER TWO:INTRODUCTION OF INDUSTRY……………….6

2.1 Concepts of Overseas………………………………………………..6
2.2 History of Overseas ............................................... Error! Bookmark not defined.
2.3 Development of BOverseas Industry in Nepal ........................................................ 8
2.4 Brief Introduction of Overseas............................................................................... 11

CHAPTER THREE: INTRODUCTION OF RR GROUP

NEPAL…………………………………………………………………15
3.1 Introduction ............................................................ Error! Bookmark not defined.
3.1.1. Evolution of the Company ................................. Error! Bookmark not defined.
3.1.2 Expansion into Nepal : RR Group Nepal ............ Error! Bookmark not defined.
3.2Core Philosophy ...................................................... Error! Bookmark not defined.
3.2.1 Vision……………………………………………………………………….17
3.2.2 Mission …………………………………………………………………….18
3.3.Unique Selling Propositions .................................................................................. 18
3.4.Values and Ethics .. ................................................................................................ 18
3.5.Awards .................................................................. Error! Bookmark not defined.
3.6.Board Of Directors ................................................. Error! Bookmark not defined.
3.7. Management Team................................................ Error! Bookmark not defined.
3.8Organization Structure ............................................ Error! Bookmark not defined.
3.9 Products and Services of the Organization………………………………………24
3.10. Branch Network of RR Group Nepal………………………………………...…26

CHAPTER FOUR: ANALYSIS OF INTERNSHIP

ACTIVITIES…Error! Bookmark not defined.
4.1 Background . .......................................................... Error! Bookmark not defined.
4.2.Cash Operation Department ................................... Error! Bookmark not defined.
4.Cash paid to Nepal Goverment Labor Department 2.1............................................. 28
4.2.2 Cash paid toForeign Country Embassy............................................................... 29
4.2.3 Cash paid to Insurance Company…………………………………………….30
4.2.4 Cash paid to another party for visa ………………………………………….30

4.3 Project "Consumer Visa File and Security File Reconciliation . Error! Bookmark
not defined.
4.3.1 Objective of the Project Undertaken ........... Error! Bookmark not defined.
4.3.2 Procedure for Carrying Out the Reconcilitation ........ Error! Bookmark not
defined.
4.3.3Project Team ....................................................... Error! Bookmark not defined.
4.3.4. Scope and Limitations of the Project…………………………………….31
4.3.5 Key Terms to be understood under this Project………………………….31
4.3.6 Documents Enclosed with the Product Loan ……………………………33
4.3.7 Data Interpretation……………………………………………………….38
4.3.8 Analysis of the Reconcilitation Project………………………………….38
4.4 PEST Analysis of RR Group Nepal…………………………………………….39
4.5 SWOT Analysis of RR Group Nepal …………………………………………..41
4.6 Porter's Five Forces Analysis…………………………………………………..45

CHAPTER FIVE:CONCULUSION AND LESSON LEARNT…….46

5.1. Summary ............................................................................................................... 46
5.2 Lesson Learnt ......................................................................................................... 47
5.2.1 Lessons Learnt at Cash Operation Department during the Project…………47
5.3 Conclusion …………………………………………………………………….....47

BIBLIOGRAPHY………………………………………………………49
 Abbreviation
KCS Key Control Standard
DU Loan Documentation Unit
BBA Bachelors of Business Administration
GDP Gross Domestic Product
FNCCI Federation of Nepalese Chambers of Commerce & Industry
SME Small Medium Enterprises
PFC Personal Financial Consultant
KYC Know Your Customer
CB Consumer Banking
PEST Analysis Political– legal Economical Socio-cultural Technological
Analysis
NLIC Nepal Life Insurance Company
NPR Nepalese Rupees
USD United States Dollar
EUR European Union currency
VDC Village Development Committee
PAN Personal Account Number
R&D Research and Development
IT/IS Information Technology and Information System
CHAPTER ONE:

INTRODUCTION
1.1Foreign Labour Migration from Nepal

Nepal hasalong history oflabormigration.Foraround 200years,Nepali men (andtoalesser

extentwomen)havebeenleaving their homes toseekemployment andliving
abroad.Evenbefore thewell-known recruitment toBritish-Indian armies, poorNepalese
fledexcessive taxation,curvelabour
andexploitationfromstateagencies.Atpresentalargeproportionoflaborersgo abroad
temporarily, withtheaim ofreturning back totheirhomeland.Foreignlabor migration and
subsequent remittances propup the country's ailingeconomy.Yet, this
importantsectorcontinues to be neglectedby policymakers and planners.In the distant
aswell as recentpast,policy makers have turned ablindeyeto this aspect
oftheeconomy.And they havelooked downuponthosewho gotodo menial workinother
countries.

PlansforNepal's developmenthavetendedtopayrelativelylittleattentiontoforeignlabor
migrationandflowsofremittancesbackhome;despiteevidenceof
theirsubstantialimportanceto ruralhouseholds.Foreignlabour migrationis generally seen
asan unfortunate, and essentially marginal,by-product ofa
stagnantruraleconomy. Thisisone of the reasonsfora lack of statistics
inNepalregardinglabour migration andincome from remittances.Governmentagencies did
not begin tomaintainrecords oflabourmigrantsandremittances
untilrecently,andtheinformalnature ofthis economy continuestomakeformalrecording
difficult.Existing and oftencontroversial dataisbasedlargely onestimates.

Inthelast4-5 years,theNepalesegovernment has recognizedthesignificanceoflabour

migration andremittancestothenationaleconomy. Thegovernmenthasshownsome interest
indeveloping institutionalmechanismsto dealwithlabour migrationand
inchannellingremittancesthrough banks,not leastbecausethese representahuge source
offoreignexchange andincome in the form of tax.Only inthelast
coupleofyearshasnewresearch generatedinformationanddata to
revealtheextentofNepal'sdependencyonforeignlabouremploymentandremittances.

The nature oflabourmigrationfrom villagesandurban areas mayvary between seasonal,

temporary orlonger-termstrategies.Generallyrural householdscombine all thesetypes of
migrationtomeettheir livelihood needs(Adhikari1996:21).Forasmall
proportionofhouseholds, however,labour migration isalsoan
'accumulativestrategy'.Migratingoutside Nepalfor workis
generallymoreremunerativethanfarming.
1.2 The Impacts of Foreign Labour Migration and the National
Economy
Growing population pressureon land means that manyisfulfilled by the purchase of
importedricefrom Nepal'sTerai belt, or fromIndia. The income from
remittanceshashelpedto augmentfoodsecurityofalarge majorityofruralhouseholds.

Thecontributionoftheagricultural sectorto the nationaleconomy has declined

significantly in
recentyears.Itscontributiontothenation'sGDPhasbeenbelow40%forthelast 3-4years.Yet,
it isclearthatevenamodernizedagricultural sectorcould notabsorbalabourforce that
isgrowingbyaround 300,000 peopleeachyear. The nation's industrialandservice sectors
are still ina rudimentary state.And competitionfrom
cheapgoodsandcommoditiesproduced by technologicallyadvanced
neighboringcountriesmeans that manufacturingindustries haveseen
littlegrowth.Againstthis background,foreignlabouremploymentplaysan importantrolein
absorbinga growinglabourforce.Itisa processthat relieves some of the pressure
arisingfrom 4.9% unemploymentand47% underemploymentrates.

Foreignlabourmigrationis notwithoutits
negativeimpacts,though. Thetraffickingofwomen,the migrationof childlabourers across
internationalborders (especially to India),nationallabour shortages and the flow
ofimmigrants into Nepal(especiallyfrom India)arephenomena thatoccur
alongsideforeignlabour migration.Policiesrelatedtoforeignlabourmigration mustseekto
address thisrangeof issues.

1.3 Reporting Structure

This report is the first attempt to consider ina systematic and holisticway
themainfeatures and dimensionsofforeignlabourmigrationandthe contribution
ofremittancesfromabroadto the economyof Nepal.Itexamines the impactof
currentpolicies, institutionalfeatures andthelegal
frameworkadoptedbysuccessivegovernments on the promotionofforeignlabour
migration.It investigates the significance oflabourmigration and
remittancesforNepal'seconomy,theeffectsofa shortageof skilledlabour, and
theprocesses involved in travellingabroad forwork.Itdraws attention to the pattern of
Karki, 1
migrationfrom different segments ofsocietyandtheproblemsfacedby migrants, with
particularreferencetothe traffickingofwomenandchildren across nationalborders
develop communication as well as problem solving skill.

Theinformationanddatacollectedfor this report

areobtainedfromDepartmentofLabourand EmploymentPromotion (DLEP), and various
study reports conducted in this field.In somecases primary information anddatawere
alsoobtained from RecruitingAgencies(RA). Whilesomedata collected from these
different sourcesdoes notmatch, the overall picture seems to reflect reality.

Karki, 2
 CHAPTER TWO

INSTITUTIONALANDLEGALFRAMEWORK

Karki, 3
2.1 A History of Labour Migrations and Institutions
The historyofformallabour administration inNepal isabout 70years old.Itsorigin can be
traced tothe startoforganisedindustry in the 1930's,but national structurestookform
onlyafterthe outbreakofthe
1947labourmovementinBiratnagar. Withtheinstallationofademocratic
governmentin1951, thelabouradministration underwenta process ofreform to cope with
increasinglabour problemsand toundertakelabour welfaremeasures. Theestablishment
of regionallabouroffices inthe 1960s began with thecreationof thefirstlabour officeat
Biratnagar underthe DepartmentofIndustry.ADepartment
ofLabourwasestablishedin1971,followed in 1981byaMinistryofLabour.

Inthepast, theGovernmentofNepalhasadopted nospecificpoliciesto deal withforeign

employment.Inthe1740's,theprocessof unifyingNepal provoked
largescaleforeignmigrations. Unification brought hardship to peasants and the
poorintheform ofcorveelabour, overtaxation, andexploitation fromstate agencies and
theirfunctionaries.Asa consequencemass numbers of peoplemigrated toIndia,where
newlyestablishedtea states andthe openingoflandin Assam,
SikkimandNagalandhadmade workavailable. WhileBritishruleinIndia
wasencouragingsuch immigrations,the Governmentof Nepalfaceda shortageoflabour
andinitially attempted to discouragelabourersfromseekingwork abroad.

Aspoliticalrelations withthe Britishgovernment inIndiachanged,the Nepali

governmentbegan to encouragelargenumbers ofNepalese tomigratefor workinwhatwas
thentheBritish-Indianarmy. ByWorldWar II, around20% ofNepal's economicallyactive
maleswereemployedby the British-
Indianarmy. TheiremploymentbroughttheNepaliadministrationtremendousmaterialbene
fitsand was highlyorganised and wellmanaged. The processwas
regulatedbybilateralagreements between the respective governments,
anddidnotrequireany specificpolicyframework in Nepal.

Untilthe1980s,labourmigrationsmainlytook peopletoIndia wherework permits and

passports were/arenot required.Inthiscontext,regulationsto controland
manageforeignemployment were deemedunnecessary.In the mid 1980's,however,

Karki, 4
Nepalicitizensbegan toseek work intheGulf countriesandthegovernment
ofNepaltookstepstoformulateforeignlabourrelated regulations

TheMinistry ofLabouristheapexbodyinlabour administrationandmainly functionsat the

policy level.Itoperates under thegeneral guidanceof theMinister and
thedirectsupervision ofthe secretary,who also acts as the
principalexecutiveauthorityoftheministry. ThisMinistry is
responsibletoformulatepolicies andprogramsfor promotion,control andmanagement
ofdomestic andforeignlabour employment.Nepal'sconstitution incorporates several
provisionsconcerninglabourmatters,whichformthefoundation
oflabouradministrationinthecountry. These includetheprohibition of slavery
andforcedlabour;freedomsof assembly,associationandspeech;freedoms of
trade,business, and profession;thepromotion of social justice,the economic well-
beingofthepeopleandtheeradication ofsocialevils.Allnationallegislation,including that
relatedtoforeign employment, isbased ontheconstitution.At presentlabourrelatedissues
are dealtwithbyLabourAct, 2048(1992) andForeignEmployment Act,2042

(1987).1TheForeign EmploymentActhas been revisedtwice;most

recentlyin1997. Theaim of theActis to regulate foreign employment, especially
intheGulfcountries,andto this end itfixes minimumwages and other conditions
ofwork.Inaddition, Nepalhasratified severallabour conventions(foracomplete list see
Appendix 3).

2.2 The Legaland Policy Framework Related toOverseas

Employment
Various governmentagenciesare directly and indirectly related
tothepromotionofforeign employment,forexample,byproviding training
andlegalsupport. The MinistryofLabour and Transport Management
(MLTM)andtheDepartmentofLabourand EmploymentPromotion (DLEP)are the
principal government agenciesthat regulatetheactivitiesoflicensed recruiting
agents.InadditiontotheMLTMandDLEP,thegovernment
ofNepalhasformedfromtimetotime, other agenciesto lookafterforeign
employment.Ofparticularimportance is the Employment Promotion Commission
(EPC).

Karki, 5
TheDLEPis themainagencyfor the implementationof Acts,Rulesand Regulations inthe
fieldof labour administrationand industrialrelations. TheDLEP
hasresponsibilityforregisteringforeign employmentcompanies andrecruitingagencies.It
issues recruitmentlicences toforeign employmentcompanies,andhas the powertorenew
or cancel suchlicences.Itworkstopromote programmes offoreignemployment,
collectoverseasemploymentinformation andinitiate training/
welfareactivitiesformigrantworkers.

TheForeign Employment Act makes it compulsoryforforeignemploymentcompanies in

Nepalto register withthe DLEP.Registration requiresadeposit ofRs.500,000
(or5Lakh).Companies are then givena recruitinglicence, which permitsthem to
recruitworkersfor employers'abroad. The governmentis thinkingofraisingthe necessary
deposit toRs 2,000,000(20 Lakh).

According toofficialrecords heldby theDLEP, atpresent

morethan280recruitingagenciesholda licenseto
operateaforeignemploymentbusiness. The agreementsthatregisteredrecruiting agencies
inNepal make withworkerscontains conditionsthat are consistentwith
Nepalilabourrules and international (ILO)regulations. The DLEP offersa
comprehensivepackageof services free of chargetolicenseholders. Their majorfunctions
are asfollows:

 To referanydemands that come direct fromforeign employersorthrough

Nepalese Embassies toprivateagencies.
 To participate ininterviewsorganisedby licensed recruiting
agenciesfortheselectionof candidates.
 To ensurethatthe selected candidates abidebythe
termsofcontract,asmutuallyagreed upon between workers andemployers.

2.3 The Promotionand Regulation of Foreign Employment

In recent times, it seems thatthe governmenthas recognizedoverseas employment

opportunities asonewayto alleviatepoverty and unemploymentin thecountry. Thiswas
the main aim ofitsninthfive-yearplan (1997-2002). Theninth plansought
toincreaseemploymentopportunitiesfora rapidlygrowinglabourforce,by accelerating

Karki, 6
social development and improving access to basic infrastructurewhilereducing
regional, gender and ethnicdisparities. Thebasicobjectivesofthe government
withregardtoforeign employment are:
 To conduct research into national and internationallabourmarkets;to develop
labormarket communication systems;andactivate employmentexchange
services.
 To provide continuityforforeign employment agents, andmake
specialattemptsatits institutionaldevelopment.
Theintentions ofthegovernmentas statedintheninthplan havebeen toincreaseforeign
employment, andtoencourageforeign employmentcompanies bymakingappropriate
changesandamendmentstothe prevailingForeign
EmploymentAct. Towardsthisgoal,thegovernmenthas formulatedthefollowingworking
policies.
 In countries where thegreatest possibilitiesforforeign
employmentexist,diplomatic missions ofNepalshallbe
mobilizedandalabourattachshallbe kept inordertoprotecttherightsand
securityof Nepaleseworkers.
 A highlevel advisorycommittee shallbe constituted with the participation of
the Ministriesof
LabourandFinance,theNationalPlanningCommissionandforeign
employment organizations,in order toexpandforeign
employmentopportunities andincrementthe reliabilityofagents.
 Foreignemploymentinstitutions shallbe established with theparticipation of
the privatesector, forthe developmentofforeignemploymentopportunities.
 Training programmers shall beconducted inruraland urbanareaswith
theparticipation oflocal bodies,toincrementemployment.
 Toencourageskilledlabourerstoseekforeign or self-employment
opportunities,loans at concessionary
rateswithoutcollateralshouldbeprovided.
 Foreign employment servicesand opportunitiesmustbeexpanded, in
ordertocreate afavourableenvironmentforsending
themaximumnumberofNepaleseworkersto the maximumnumber of
countriesfor employment.For this purpose, trainingprogrammesshould

Karki, 7
 provideskillstoNepaleseworkers according to the
demandsofforeignemployers. The private sector will be taken
intoconsiderationasan active partnerinthe provisionofsuch training
programmes.
 Specialprogrammes shall be conducted to providesecurityforworkers who
are willing to go to aforeigncountry foremploymen

2.4 Support andTrainingforWorkers Seeking EmploymentAbroad

Alongside its analysisanddissemination oflabourmarket information,theDLEP
offersvarious services aimedatworkersthemselves. Theseservicesrevolvearound the
provision of professional skills, and the DLEP has preparedprogrammes of
studyandeducational materialsfor Skill DevelopmentTrainingCentres. Thereare
14skilldevelopmenttrainingcentersand2vocational
trainingcentersundertheDLEP.Asyllabus hasbeenformulatedineachofthefollowingareas:
carpentry, housewiring,masonry,automobile mechanics,weaving, general mechanics,
plumbing, press composing, tailoring, textiles,cane/bamboofurniture, knitting,pottery,
machine maintenance, leather and shoe making,wooden furniture,hairdressing,welding,
millsmachinemechanic,sheet metal mechanic, terracotta, leather sewing,
'D'classcontractor,pipe fitting, masonry building, drainageandcanal,pump-set
mechanics,computer,electronics(T.V.andradiomaintenance), typing,carpet
weaving,wood carving,fabricpainting,hosiery, tube-well boring,bicyclerepairing&
maintenance,embroidery,motor driving, leather&synthetic etc.

Inthe fiscalyear2000/2001, training was providedto 5,835 peoplein skill

orientedandvocational subjectsthatwerein demandon
thelabourmarket.Duringthecurrentyear 2001/2002,trainings
wereprovidedto3,107peoplein differentskillorientedandvocational subjects.How
farsuch trainingis actuallyusefulforworkersoverseas isyetto be seen.

TheEmploymentPromotion Commission (EPC)playstheroleof coordinator

andfacilitator.Itsfunctionisto tap domestic andforeign employment opportunitiesand
conduct skill oriented andpromotionalactivities in a coordinated manner.Itsactivities
include studiesonskill development, thecollectionof data onthe statusof
employmentoverseas,thepromotion offoreignemployment opportunities,and medical
transcriptiontrainingbasedonlabourmarket information and information technology,

Karki, 8
(Withthe assistanceoftheCommission,transcriptiontraining ofnine
monthswasprovidedto 1,350 unemployed persons ofWestern,Central and Eastern
regions).

In1996,under theEPC,the governmentannouncedaprogrammeto send200people,

frompoor families ineachofthenations 205 election constituencies,overseasfor
employment.Notasingle person wassent underthis program.In1997,theEPCannounced
anotherprogrammedthataimed toprovide loans of Rs.100,000 per person to
100,000people,forthepurposeof themseeking employmentoverseas. Theseloanswere
supposedtobe given topoorpeople whocould not raise theminimumamount of money
required totraveloverseasfor work.Until today,no such loan has
beengiventoanyindividual.Problems about thebank's willingness toundertakesuch
activities have notyet been solved and thegovernment does not actually send any
personoverseasfor employment.Due to lack ofbudget and controversybetween
ministries,Labour attachesarenot placedanywheresofar.

TheGovernmentdoeshavea policyofkeepingalabour attachéincountries with

atleast5,000 Nepaliworkers,althoughsuchaposition is rarelyfilled. Wherethis is the case
mostproblems facedby workersin the country of destination can
besolved. Themostfrequentproblemsare relatedtowages;a salary maynotbereceivedon
timeor maynotincludebenefitsthat had been agreedupon,ora workermay
becheatedoutright. Wheretheydoexist,labour attachescanhelp tosolvesuchproblems.

2.5 BilateralAgreements

TheDLEP isalsoresponsiblefor bilateral agreements between countriesthat send and

receiving migrantworkers. TheNepaleseGovernmenthasdiscussed bilateralagreements
with Saudi Arabia and Qatar,anditishoped
thatagreementscanhelptopromoteemploymentinthesecountries.

Atpresent,thegovernment has givenrecruitingagenciespermissiontosendlabourers to20

countries. The Governmenthastheauthority to add other countriesto thislist, ifa
recruiting company oraforeignemployermakesavalid request.Countrieswhich the

Karki, 9
government permits agenciesto sendworkers include:Qatar, Saudi Arabia,UAE,
Oman,Kuwait, Bahrain,Iraq,Israel,
Maldives,Malaysia,Singapore,HongKong,Brunei,Macao,Saipan,SouthKorea,Kosovo,
Latvia, theSeychellesandSouthAfrica.Ofcourse,there arepeopleworkinglegally
intheUSA,UK, France,Germany,andothercountries too.

2.6 GapsandProblemsinLegislationandImplementation

Althoughthe ForeignEmploymentAct (1985)iswell intentioned,itsimplementation

hasnot effectively promotedforeignemployment and protectedthemigrantworkers.For
the Act to be effectivelyimplementedthere must beacoordinatedeffortby
allagenciesinvolvedin labourmigration. Theactiveparticipationof thepolice,
immigration, banks,airlines andforeignmissions abroadisequallyimportant.

Licensedrecruitment agencies deplore existinglegalprovisionsrelating to migration

clearance.In particular,theneedto
receivegovernmentalapprovalforjoboffers,fortheadvertisingof job offers,
andfortheselectionof applicantscauses delaysin sendingpeople abroad.Asaresult,agents
claim, thebusinessis being retarded.Similarly,prospectivemigrantworkers
complainaboutthe excessivecost of securingforeign employment.License holders and
unauthorized recruiting agencies often charge inexcess of
thelegallypermissibleservicecharge.Malpractices, graft, corruption and theexploitation
ofworkers have becomecommon phenomenon inthe
recruitmentofworkersforemploymentoverseas.

There isahighincidence offake employmentcontracts, visas, andforged documentsfor

migration clearanceandtraveling. The result isthat manyNepalesebecome
strandedorgetdeported from countries wheretheyhave gonefor work.Asdiscussed
above,aforeign worker whofeelscheated cantaketheir problemto theDLEP.After the
submission oftheir case andwiththepermission ofa court, offenderscan bekept
inpolicecustodyforupto30dayswhile aninvestigation isconducted. However, thereis no
set time limitin which casesmust besubmitted.Among the cases filedbythe DLEP to
date,aDistrict Courthas given itsverdictagainst'EverestForeignEmployment',
'Manakamana Manpower',and'InternationalManpowerNepal'. Withthe support

Karki, 10
oftheDLEPRs. 24,461,640hasbeenpaid tovictims.

TableNo.2.6 PRESENTSTATUSOFTHERECRUITINGAGENCIES

Numberoflicenseholderagencies 334
Numberoflicensecancelled 41
Numberofblacklistedagencies 13
Numberofoperatingemploymentagencies 280
NumberofcasesfiledbytheDepartmentintheDistrictCourt 136
Casesagainsttheagencies 8
Individualcases 128

2.9ProtectionofChildrenandWomen
TheForeign EmploymentAct(1985)andtheLabourAct (1992) also contain provisions
thatspecify underwhichconditionswomen
andminorsshouldnotbeemployed. Theseprovisionsaremade to protect women and
minorsfromhealth hazards,abuse, immoral activities andexploitation. The Government
takes itsstand from 'ILOConvention 111 on Discrimination on Employment and
Occupation'.An amendment totheForeign Employment Actstates
that:"Notwithstandinganything contained elsewhereinthisAct, the license-holder
shallnothave the authority toprovideforeign employment to minors and women."The
Government considers itsmeasurestobeprotective,even though they are actually
discriminatory foradultwomen.Employment in certain countries can onlybeprovided to
women with the permissionof His Majesty's Governmentandtheirguardians. Fornumber
ofyears, thegovernmenthadtotally bannedwomenfromworking in Gulfcountries
followinganincident inwhicha Nepali woman whosufferedgreatly committed
suicide.Such an outright ban,however,was considered discriminatory and has been

Karki, 11
recentlybeenlifted. Today itispossible,but difficult,forawoman toobtain government
approvalto gofor work intheGulf.Asa result ,women continue to travel going to Gulf
countries through other channels.

TheLabourAct (1992) makes

thefollowingprovisions,regardingworkforminorsandfemales. Theseprovisionsalso
applytoforeignlabourmigrants.

 Nochildshallbeengagedat work in any enterprise

 Minors andfemalesmay beengaged at workfrom6am inthemorningtill6 pmin
theevening, except inthe prescribed conditions.
 Bymakinganappropriatearrangement withmutualconsent
betweenaproprietoranda workeror employee,femaleworkersmayalsobeengaged
inwork similar to maleworkers.

Thereisa huge gap betweenrhetoric andpractice whenitcomes to issues related to

therightsof children. Thegapis glaringlyvisible when observingchildrenwhoare
employedtoworkin different sectors oftheeconomy, both inNepal andabroad.At
present,about2.6 million childrenprovide theirlabourindifferent sectors of the
economy.Onaverage, Girls aged10-14yearswork twice as longasboys
inthesameageofgroup.At least40,000Nepalesechildrenremain bondedwhile around
5,000childrenwork and live onthestreets.34% percentof
marriagesinvolvechildrenbelow 15yearsofage.

Despite a ban on childlabour, about 127,000 children continueto work

inthesevenworstforms of childlabour.

InNepal,theseworstformsinclude:portering,rag-picking, trafficking, bonded

childlabour, domesticwork, miningandcarpetweaving. These childrenmake up1.8% of
all Nepalese children agedbetween 5-14years;they make up2.0%of
allworkingchildren;7.6% of alleconomically active children;and41%of allwaged
childlabourers.Approximately,12,000 girls agedbetween5-18 aretraffickedfrom Nepal
eachyear.Under ILOConventionNo.182, all girls and boys under 18years of
agearetobeprotectedagainst trafficking,exploitation andinhumanework.

Karki, 12
 CHAPTER THREE

THECHANNELSOFMIGRATIONOUTFLOWS

Karki, 13
3.1Introduction of Manpower
Although people travelingoverseasforwork may useavariety of channelstosecuretheir
jobs and documents,foreignlabourmigrationisbasicallyinthe hand of theprivate
sector.Many Nepalese who go beyondsouth Asiaforwork make useof 'recruiting
agencies', which mainly sendlaborers to countries in the Gulf.Obviously,
suchproceduresare not applicable to those who go to India;where visas, passports
orworkpermits are not required.

Recruiting agencies are morepopularly knownas 'manpoweragencies'. Theseagencies

generally have contacts in destinationcountries and withtherelevantgovernmentoffices
in Nepal.Private manpower agenciesarethemain channel through whichemployers in
Gulfcountries can procure foreignlabour.Accordingly, onlyafew individualscanaccess
the Gulf'slabour marketillegally. Estimatessuggestthat onlyabout 5% of peopleentering
Gulfcountriesfor work do soillegally. The strict laws and cruel punishments associated
withcountries in the Gulf alsomeansthat peopleare reluctanttorisk
travelingandworkingthere illegally.

Ofcourse, therearealso people who migrate withoutusing these more

officialchannels.Suchpeoplegenerally migrate underthepretextoftraveling,studying,
orparticipatingin anevent.Outside
theGulf,themajorityofNepaleselabourmigrantshavefound work thereillegally.

Thefollowing section discussesthe official and unofficial processes involved in seeking

work overseas, withaparticularfocus onthosefollowedby 'RecruitingAgencies'.

Karki, 14
3.1 The Licensed Recruiting Agent Channel
Thefollowing sectionoutlines both formal and informalproceduresin the recruitment
ofprospective labour migrantsbylicensed agents.
TheformalprocedureisdescribedintheForeignLabour Act.

3.1.1 Authentication of Demands for Labour

Licensed recruitingagents (see Appendix 4,for the process of gaininga license)
are authorizedby the Governmenttorecruit personnelforforeignemployment on
behalf of overseasemployers againstvacanciesprocuredbythem. Theymake
directcontact with overseasemployers to identify jobvacancies. There
negotiations result ina 'demand letter' (see Appendix 6,forasample).On receipt
of documents thatauthenticate jobvacancies fromtheoverseasemployer,the
licensed recruiting agents shouldapplyforpermission totheSecretary,in the
Ministry ofLabourandTransport Management,forpermission to recruit

Thefollowingdocumentsarenecessary:
 Acopy of power of attorney duly authenticated/attested/ issuedby the
foreign employerinfavour of the recruitingagenttoacton his/her behalf.
 A copy of thedemand letterfrom an employercontainingdetailsofvacancies,
whichshouldbedulyauthenticated.
 A modeloftheemploymentcontractorservice agreementoutliningwages and
benefits (includingaccommodation,food, medicalfacilitiesandleave).
 Acopyof visaadvice/ consular letter/ entry permit,duly authenticated.

3.1.2. Recruitment Permission

Uponreceipt oftheapplication,theMinistry ofLabourandTransport Management
scrutinizesthedocuments.Oncesatisfiedthat the demand is genuine and that theterms
andconditions offered conform with government regulations,theMinistry ofLabourand
TransportManagement cangrantpermission to the agencypermissiontorecruit.

3.1.3. SelectionofCandidates
Theselection process isasfollows:

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  Once grantedpermissiontorecruit, the recruitment agentsshould publish an
advertisement in authorized daily newspapers to collectapplicationsfrom
interested and qualifiedpersons.
 Applicationsreceived/collectedare scrutinizedbyacommitteeand short listed
as per the requirementsof theemployer. Theparticulars ofshort listed
applicants are sentto the employer, if so advised, or are kept readyfor
interviews and final selectionby the employer's selectionteam.
 Theemployeror his representatives carry out
interviewsandselectcandidates,for whomthe Agent willprovide all
necessary logistical assistance.

3.1.4. Medical Examination

Personsfinally selectedhave to undergoa medicalexamination in anauthorized hospital
orclinic.Only candidates who arefoundto be physically fitforforeignemployment are
eligible tosignanemploymentcontract.

3.1.5. Departure Formalities

The departureformalities areasfollows:
 Passports:The Recruiting Agentassists theselectedcandidatesto get
their passports asquickly as possible.
 Visa:The Recruiting Agent arrangesthe stampingof visasonthe passports
ofthe selected workerswith thecooperationof the employer.
 TicketingandMigrationClearance:Theemployersarerequiredto
sendaP.T.A.for the selected candidates. The employer may
remittravelingexpensestotherecruitmentagentto enabletheselected
candidates totravel. TheRecruitment Agent must obtainall
necessarydocumentsforemigration clearancefrom the Department of
Labour andcompleteall formalitiesfordeparture.

3.1.6. Training
The RecruitmentAgent provides basic pre-departureorientation tothe selectedworkers
beforethey travel abroad.During this orientation,workers learn abouttheirduties and
responsibilitieswhileabroad. Theyarealso provided with firsthandinformationabout the

Karki, 16
work environmentandlabourlaws in thecountry of employment.

3.2 InformalProcedures
Inadditionto theformal procedure specified in
theForeignLabourAct,recruitmentagenciestake anumber offurther stepstosend
clientsoverseas.Interviewswere taken witha range of
recruitmentagenciestoillustratetheir informal proceduresandthecostsinvolved.

Thedetailedexample given belowoutlines the additionalsteps necessary fora

recruitment agency tosend Nepalese labourersto SaudiArabia. Theseare
generallyfollowedinthecase ofmostGulf countries.In total, there are 15
stepstobefollowedand agencies commonlytryto send about30-
50peopleatthesametime.Completionofall15stepscantakebetweenoneandthreemonths.As
theexampleillustrates,recruitment agenciesembark onanextremelycomplicatedprocess.
Inadditionto theformal procedure specified in
theForeignLabourAct,recruitmentagenciestake anumber offurther stepstosend
clientsoverseas.Interviewswere taken witha range of
recruitmentagenciestoillustratetheir informal proceduresandthecostsinvolved.

Thedetailedexample given belowoutlines the additionalsteps necessary fora

recruitment agency tosend Nepalese labourersto SaudiArabia. Theseare
generallyfollowedinthecase ofmostGulf countries.In total, there are 15
stepstobefollowedand agencies commonlytryto send about30-
50peopleatthesametime.Completionofall15stepscantakebetweenoneandthreemonths.As
theexampleillustrates,recruitment agenciesembark onanextremelycomplicatedprocess.

 Arecruitmentagencymust firstmarketits
servicesindestinationcountriesandmake contact withcompaniesthathavea
demandforlabour.It drawsup contracts, fixesthenumber of labourers
requiredandpaysacommission (at therate of Rs35,000-Rs 40,000perperson).

 Therecruitmentagency takes receiptof

signedcontractpapersfromcompaniesin the

Karki, 17
 destinationcountry. Thesepapersinclude:lettersof demand andpower
ofattorney (which have tobeattested tobytheChamber ofCommerce and
theForeign Ministry);acompanyto companyagreement (betweenthe
potential employer andtheNepalirecruiting agency);an
employmentcontractletter (seeAppendix
8,foranexampleofacontractletter);the company'sregistration papers;anda
receiptfor 2000 Riyal paid totheSaudiArabian government. The
conditionsspecified intheForeignEmploymentActmakeitmandatory that
letters of demand specifywagesnotbelowRs9,500/month, andamaximum
ofeight hours' work per day, sixdaysperweek (i.e.48 hours perweek).

Recruitment proceduresfor other countries in the Gulfand inEast Asiaaremuchthe same

as thosedescribedabove.

3.3 Costs
Manuallaborers from Nepalwhouse recruitingagencies to goforworkinthe Gulf or to
Malaysia havetopaybetween Rs 70,000-75,000. Thisfigure
includesallcostsinvolvedinthe processing of documents, the medicaltests, andtheprice
of anair ticket.Depending ontheavailability of candidates andtheemployer's urgency,
the cost can be reducedtoaround Rs 55,000.For some skilledlabourers,
thecompanyitself will bear thevisacosts.In such cases,the Nepalese recruiting agency
will charge betweenRs 10,000-15,000only.Recruitingagencies claim that they makea
profitofonlyRs5,000-7,000perlabourer.
[Box 3.1 (below),follows on from the examplegiven above, and details theexpensesof
the recruitingagencyinsendingoneindividualtowork inSaudi Arabia
Table No. 3.3 Expensesofthe recruitingagencyinsendingoneindividualtowork
inSaudi Arabia

BItems Costs(NRs)
1.Commissiontoagent(companyinSaudiArabia) 35,000-40,000
2.AdvertisementinNewspaper 5,000-7,000atonce(dependinguponno.
oflabourers-butgenerally50)

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3.RevenuetoMinistryofLabour150perlabourerinterviewed
4.Taxforthecandidate 1,200(25%offirstmonthlysalary)
5.ProfessionchangeinDhaka 113(80Taka)perlabourer

6.Visafee 1,164(820Taka)perlabourer
7.TranslationofdocumentinArabi 71(50Takka)perlabourer
8.Insurance 350perlabourer
9.AirTicketforLabour 26,000-35,000(perlabourer)

3.4 IndependentChannelsfor SeekingEmployment Overseas

TheForeignLabourActmakesit relatively easyfor potential migrants to seekwork
overseas onan individual basis.According toArticle23of the Act,if any individual
wantsto go abroadfor employment, theyshould submitan application form;documents
specifying thenature ofwork, the conditions andfacilitiesofemployment;a contractand
workpermitfrom theiremployers;andlettersofconsent
fromtheirguardiansinNepal.Inaddition,anindividualshouldsubmitcopiesof their
citizenshipcertificate, passport,and visa.Furthermore,theyare required to produce an
insurancecertificatefor Rs 100,000.If theLabour Ministry is satisfied with allthese
documents,it cangrant permissionforan individualto immigrate.About
14,070peoplehave traveledoverseasforwork on this basis in the past twoyears.Labour
migration on an individualbasisiscomparativelycheap, anddoesnot involve thepayment
ofvariousfees.

A
largeproportionofillegallabourmigrantshavefoundopportunitiesthroughfamilyconnectio
ns and informal channels.Family connections may enableapersontoarrangea temporary
visa (asa visitorforbusiness orforaseminar/conference).Once theyreach their
destination, an individual makes contact with otherlabourimmigrantswho
canhelptosecure thema job. This isacommon pattern inthecaseofJapan,theUnited
States,andother Europeancountries.

Athome, the decision tomigrateillegallyor legallyisafamily decision.Families arrange

fundsfor thispurposeandlooksafterthefamilyof theperson(s) undertaking themigration.

3.5MalpracticesintheRecruitmentandEmploymentofForeign

Karki, 19
LabourMigrants
The recruitment offoreignlabourershasmanyproblems.Reports oflabourers
beingcheatedby recruitment agenciesappear regularly inNepal's
media.Brokersandrecruitment agencies have ruinedmanypeople
fromdisadvantagedeconomicbackgrounds.Peoplestruggletogather money,
eitherbyselling whatever assets they have orbytakinghighinterest
loans.Iftheyarecheated and they lose thismoney, theythenfacevery hard times.

Somerisks are reduced if individuals seekwork directly througha

recruitingagency. Theyare, however,still vulnerabletothe corrupt practices
ofgovernmentofficials.Exploitativelabour practices can
beblamedonexploitiveemployees in the destination countries,butunscrupulous
businessmenandcorruptofficials bothoverseas and inNepal are responsiblefor
defrauding labour migrants.A recruitmentagencycannot commit
fraudalone. Theyarehelpedbyawide range
ofimportantstakeholders;fromforeignemployers toNepalesecivil-servants.

3.5.1 SubagentsorBrokers
The majority of problemsfacedbypotential migrants arise because oftheinvolvement of
subagentsorbrokers. TheForeignEmploymentAct, 1985, givesaregistered recruitment
agency the legal authority to sendNepalese to work in othercountries. These agencies,
however, may alsouse subagents to recruit potentiallabourers.Subagents travel to
villages acrossruralNepal and collect people eager to travel abroadforwork. Potential
candidates are then broughttoa recruitingagent.Subagentsgetpaida commissionfor each
candidate theybring toa recruitingagency.Subagentsare likelytotakepotential
candidatestoarecruitment agency which can offer them thehighest commission.
Subagentsdo nothave any legal status.
When an individual pays money directly toasubagent orDalal(broker) theyrisk being
cheated. Therearecases ofDalals takinggroupsoffourtofive people to Delhi,Bombay or
Dhaka underthepretenceofsending them overseas directly,andthen fleeingwith their
money.Insome cases,Dalals have wona community'sconfidenceby arrangingwork for
several people.After which,they can be cheated more successfully.

3.5.2 AbuseofContracts

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Themostcommon complaint ofmigrantlabourers regardsthe abuseoftheircontracts.
Some receive less salarythan was agreed upon;some find thatthey are not being
employed in the jobthatwas specified, and somehave toworkmore hoursthanwas
stipulated.Peoplecomplain about theharsh conditions of work, thelack
ofmedicaltreatmentandof goingseveralmonthswithouta wage.

3.5.3 FalseCircumstances

Some recruitment agenciesin Nepal knowingly sendindividualsoverseas underfalse

circumstances,and arepaid fordoing so.Insomecases, recruitment agents actually
explain topotentiallabourersthatthey will notreceivewhatiswritten intheir Agreement
Papers. Theyexplainthatthe employers havesentthese documents simply to satisfythe
MinistryofLabour andTransport Management.(The Ministry will notgrant permission
to labourers unlesstheir agreementmeetsminimumlabour standards;forexample,a
salaryofmorethan Ns9,500/month).

3.5.4 ManipulatedDemandLetters

Most problemsarise frommanipulateddemand letters.Asdescribed before, demand letter

is the starting pointforthe recruitmentprocess,andmust be sentto Nepalby an authentic
companyinthedestinationcountry.In this letter, thenumber and typeoflabourers,the
natureofwork (or the profession),and thesalary shouldbe described.Letters may be
manipulated to change thenumberof workers needed)These alterationsaremadeby
unscrupulous recruitment agentstoattract morelabourers. There aremany cases of
recruitment agencies collecting money in advancefrompotentiallabourersandthen
disappearing.

3.6Illegal Labour Migrants

There isnorecord ofthenumber ofpeople whomigratefor work illegally,andwhoare often
themostvulnerable.Spotlight Magazine(7-13 June, 2002)reportsthatabout1,000

Karki, 21
Nepaleseindifferent partsof the worldarecurrentlyservingjailtermsforworking illegally.

3.6.1 Occupational Health andSafety

There aremany occupational safety andhealth issuesforlabourers inallareasofwork.

Several migrantworkershave returnedtoNepal fromJapan,Korea, IndiaandtheGulf
countries havinglostpartsof their body in theworkplace. There are some victims of
occupationalhazardsinKorea, who are now physicallyhandicapped, and have
successfullywoncasesforcompensation intheKorean courts.

Karki, 22
 CHAPTER FOUR

QUANTITATIVE DATA FOR LABOUR

MIGRATION FROM NEPAL

Karki, 23
4.1 CensusData1991and2001
The2001censusdata puts Nepal's absenteepopulation-peoplewho havebeen
abroadforatleast6 monthspriortothe survey- at 762,181 people(Table 4.1). This
accountedfor about 3.2%ofthe country'stotalpopulationor
6%oftheworkingpopulation.Of this absenteepopulation,77% ofpeople were working
inIndiaandtheremaining23%(173,126people)wereworkinginother countries.A
breakdownofthenumberoflabourmigrantsby country is giveninTable 4.1,below. David
Seddonetal (2001) have argued that the totalnumber of Nepal'smigrantworkersmay
beashighas1.1million.Yet,theDepartment ofLabourandEmployment Promotion-
whichprovides permissionforworkers togo abroad-recordsthenumber
ofmigrantworkersat only223,834. These figuresdo not give any
informationonworkerswhohave returned to Nepal,orwhotook permissionto
migrateforworkbutdidnotgo.

Tenyears earlier, the1991censusrecorded that660,000 Nepalesehad migratedtoforeign

countries. Thiswas the equivalentof 3% ofthecountry's totalpopulation, and 6%ofthe
working population(CBS 1996). With thisdata, wecan seea slight increase
inthenumberand proportion ofthepopulationworking abroadoverthepasttenyears. This
increaseisfarless than other countries inSouth Asia.Forexample, 10-30%of
theIndian,Pakistani,andBangladeshilabourforcework overseas (Nair1998:p66).

4.2 AnalysisbyGender
A genderanalysisofcensus datafortheabsenteepopulationthrowsupsome
interestingfeatures. Overall, 10.8%of theabsenteepopulation were womenand
about83%ofthemwenttoIndiafor work.Only 17% offemalelabour migrantswent to other
countriesforwork.Although thecensus reportsthat only around 2,000 women are
working inthe Gulf (seeTable4.1, below),arange of differentestimatesclaimthat

Karki, 24
4.3 ForeignLabourMigrantsandTypesofWork
The 2001census askedpeoplewho had previously migratedforwork to detailthe 'type
ofwork' thattheywere engaged in (seeTable 4.2). The majority of migrants (66.41%)
listed theirwork as personal service;asmallernumber (12.3%)recorded their workas
institutional service anda minorityofpeople(4.16%) listed therework as

4.4AgeandEducationDataforForeignLabourMigrants

Theagesand educationalbackground of795

randomlyselectedmigrantswhosoughtworkinthe Gulf is showninthe graphs andmaps
below.Graph1clearly shows thata majority of migrant workers are within the 20-
30yearsage bracket.Regardingeducationalbackground,an overwhelming
proportionofmigrantworkers havefailedtheirSchoolLeavingCertificate (SLC) or are
high school dropouts.About20-30% seemtohave passedtheir SLC, and an almost
insignificantproportionseemstohaveaccesstohighereducation.

Itis commonfor peoplefrom the lower middle classes,andespeciallythosewho

havefailed their SLCexams,toconsider goingtotheGulfforwork. Peoplefrom poorer
backgrounds are morelikely to goto Indiaif theycan.Suchvariables also affect
regionalpatterns. The home districtsof migrantstoIndia are concentrated in the mid
andfarwest ofNepal. The home districts ofmigrants
toJapan,HongKongandEuropeancountriesareconcentratedincentralNepal.

These descriptions, however, must be generalizedvery cautiously. There are many

Nepalese who migrate toforeigncountriesforwork who dohaveahigher education.In the
caseof illegal migrants toJapan, manyhave passedtheir SLC and some have a higher
education.

4.5EthnicandClassBackgroundofForeignLabourMigrants

It is almost impossible to present anoverallpicture of the

ethnicandclassbackgroundofmigrant workers.Suchdatasimplydoesnotexist
atthenationallevel. There aresomelocalstudies that can givesome insight intothe ethnic
andclassbackgrounds of migrantworkers. These case

Karki, 25
studies,however,canonlyofferusapartialpicture.
Ethnicgroups like theGurungsandMagars fromcentral Nepal andRaisand Limbus from
eastern Nepal have traditionallyworked intheIndianand Britisharmies. They remain
predominant in today'smigrant population.Migrantworkers fromGurungandMagar
communities are concentrated in army jobs, andinhigh payingcountries (likeJapan,
Singapore,BruneiandSaipan)wherethey find work assecurityguards

CHAPTER FIVE: CONCLUSION/FINDINGS

AND RECOMMENDATIONS

Karki, 26
5.1 CONCLUSION
An internship is an educational plan which integrates classroom knowledge and
practical work experience in industrial, business, or government work situations. It
allows students to have opportunity to imply academic theories and principles to
action, to test out career interests and to develop skills and abilities through carefully
planned and supervised programs related to the career of their choice.

Non-Nepaleseworkers, other than Indian citizens, are required to obtain

workpermitsfromthe
DepartmentofLabourandEmploymentPromotion.Indianmigrantlabourersdonotrequirea
ny visa tostay inNepal. Therefore, almostallIndian citizenswho work in Nepaldo so
withoutwork permits.Official recordsfortheyear2001/2002 show that only
479foreigncitizensweregranteda workpermit. Thiswasadrop from 806people
in2000/2001. The figuresfor otheryearsareeven lower,andnone ofthempresent
anaccuratepicture ofreality.

Itiscommonlyrecognized in Nepalthatalarge numberofforeignworkers, especiallyfrom

India migrate to Nepalforwork.Many semi-skilled or skilledjobs in Nepal'stechnical
sector are filledby Indian workers. Thespace createdbyout-migrationanda
technicallyunskilledNepalilabourforce are oftengivenas reasonsfor
thisphenomena. This chapterexplores somepoliciesrelatedto foreign migrant
workersinNepal,theirnumbersand theirengagementin differentsectors.

5.2 Findings
 Customers were not given main priority
 Full information was not given to internee
 Employees were put under pressure

Karki, 27
  Too many intern under one department
 Staffs are not trained properly
 Lack of communication between HOD and Line Manager

5.3 Recommendations

 A customer is the first priority so they should be given more attentions and
complaints of the customer should be promptly responded
 Organization should provide full information to the internee
 It is observed that the employees were overburdened because of heavy
workload so they have to stay at head office till late at night. Though they are
remunerated their efficiency is affected. Proper time management or hiring
more employees can reduce their work
 Too many interns should not be placed in one department which may lead to
mixing up of works and consequently the co-workers are not satisfied with the
works of interns.
 All the staffs should be properly trained to use the software
 There should be good communication between head office, corporate office
and the branches
 The organization should also show some responsibilities towards the society,
by organizing different social program, sponsoring and promoting educational
and health program.
 The organization should monitor the behavior and attendance of the interns so
that they are encouraged to be at their best and feel like a part of their
organization.

Karki, 28
 REFERENCES / BIBLIOGRAPHY

http://www.acetravels.com/blog

http://www.sky overseas.com/np

http://www.tugberkugurlu.com/archive/definintion-of-tourism-unwto-definition-of-
tourism-what-is-tourism (Macintosh)

www. nepaladvisor.com

http://www2.unwto.org/

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