Human Resource Development Department – Nepal Police

The Human Resource Development Department – Nepal Police is responsible for recruiting, training, managing, and supporting police personnel throughout their careers. Human resources are the most valuable asset in any organization especially within law enforcement agencies where discipline, commitment, and public service are paramount.

This department ensures the systematic development and deployment of skilled manpower, keeping both organizational goals and personnel welfare in focus.

The origins of personnel management within the Nepal Police can be traced back to the establishment of the Administration Department on August 31, 1985. This department was responsible for fundamental administrative tasks concerning police personnel.

Significant developments followed:

• April 29, 2004: The Human Resource Development Department – Nepal Police was formally established by the decision of the Council of Ministers, with a mandate to oversee all personnel related functions, from pre-recruitment processes to post-retirement services.
• June 10, 2018: As part of structural reforms, the Administration Department was merged into a broader division called the Human Resources and Administration Department.
• February 17, 2022: Another Council of Ministers decision reorganized this combined department into two independent entities:
  1. Administration Department
  2. Human Resource Development Department

Since then, Human Resource Development Department – Nepal Police has functioned as a key pillar of Police department, handling everything from manpower selection and training to career development and retirement planning.

The Human Resource Development Department – Nepal Police manages various essential functions:

• Recruitment and Selection: In partnership with the Public Service Commission, the HRDD conducts fair and transparent recruitment for police personnel across all levels.
• Basic Training: Recruits undergo comprehensive basic training to prepare them for field deployment.
• Advanced and Specialized Training: Working officers are given opportunities for ongoing professional development.
• Career Development: The department facilitates timely transfers, promotions, and recognition programs, ensuring a clear path for career progression.
• Moral and Ethical Development: HRDD also promotes strong ethical values and character building among all personnel.

To recruit qualified and ethical individuals into the police force, offer them structured training and growth opportunities, and provide continuous professional support from the time of enrollment to retirement and post-service welfare.

Implement innovative and transparent recruitment strategies to fill vacancies efficiently.

• Create and execute a detailed annual training calendar that includes:
• Basic Training
• Advanced Skill Training
• Leadership Development

Ensure regular, merit based transfers and promotions to boost morale and maintain efficiency.

Identify and provide access to relevant domestic and international training programs for eligible officers.

Formulate long term plans to enhance the moral and professional integrity of all police personnel.

The Human Resource Development Department – Nepal Police is structured into specialized units, each tasked with managing a critical aspect of personnel administration:

• Recruitment and Selection Division
• Training and Development Unit
• Career Planning and Evaluation Section
• Foreign Training Coordination Cell
• Post-Retirement Services Desk

This organized framework enables smooth functioning and allows the department to align its human resource strategies with the overarching goals of the Nepal Police.

The Career Development Division operates under the Human Resource Development Department of the Nepal Police and plays a critical role in shaping the careers of police personnel from recruitment to retirement. This division is responsible for overseeing the entire professional development journey of police officers, ensuring they are selected, trained, placed, and promoted effectively based on merit and organizational needs.

Established to meet the evolving demands of a modern, ethical, and efficient police force, the division is central to enhancing the competencies and career paths of all ranks within the Nepal Police.

The Career Development Division performs a wide range of responsibilities, including:

• Planning and managing recruitment and training activities.
• Identifying key areas for moral and professional development.
• Enhancing service knowledge, skills, and efficiency of police personnel, especially at gross ranks.
• Integrating modern technology into human resource practices to build a tech-savvy force.
• Monitoring the deployment and development of personnel to ensure optimal placement based on capacity and expertise.
• Inspecting and evaluating ongoing recruitment, training, and career advancement processes.

This section handles all functions related to the recruitment and selection of new personnel. It coordinates with national authorities like the Public Service Commission “PSC” to conduct transparent and fair selection processes, ensuring the induction of competent officers into the force.

• Establish recruitment committees as per Rule 9 of the Police Regulations 2014 and amendments to fill vacancies through open competition.
• Collaborate with the PSC to prepare and implement the annual recruitment calendar.
• Develop policies, guidelines, and examination syllabuses for recruitment.
• Define quotas and revise percentages for open competition based recruitment.
• Publicly announce vacancies and conduct the entire examination process.
• Verify the character and background of shortlisted candidates.
• Recommend successful candidates for appointment and deployment.
• Incorporate modern technology in all phases of the recruitment process.

Rank	Open Competition	Promotion
Police Officer Assistant	100%	–
Police Constable	100%	–
Assistant Head Constable	–	100%
Head Constable	–	100%
Senior Head Constable	–	100%
Assistant Sub Inspector	40%	60%
Sub Inspector	–	100%
Senior Sub Inspector	–	100%
Police Inspector	60%	40%
Ranks Above Inspector	–	100%

To promote diversity and social inclusion, the following reservation quotas are applied during recruitment:

• Adivasi/Janajati: 32%
• Madhesi: 28%
• Female: 20%
• Dalit: 15%
• Backward Areas: 5%

The Training Section is responsible for enhancing the knowledge, skills, and efficiency of newly recruited and serving police personnel. It ensures that training curricula remain relevant and up to date with modern policing standards and practices.

Originally a branch under Police Headquarters, the training unit was upgraded to the Directorate of Training on August 24, 1995, led by a Deputy Inspector General of Police. Later, on December 24, 2018, this directorate was transformed into a Training Division under the Human Resource and Administration Department.

Following a structural decision on February 17, 2022, the Career Development Division assumed training responsibilities under the HRDD and continues to lead this function effectively today.

• Organize and manage all training programs for new and existing police personnel.
• Identify essential training areas to meet operational demands.
• Design, update, and revise training curricula.
• Approve and monitor training programs conducted within Nepal Police.
• Nominate officers for national and international training opportunities.
• Collaborate with local and international organizations to access specialized training.
• Represent Nepal Police in training programs held in friendly nations.
• Coordinate with the Ministry of Home Affairs for educational leaves and training related policies.
• Promote character and ethical development through structured learning.

The New Delhi Consular Unit of the Nepal Police, operating under the Human Resource Development Department, plays a vital diplomatic and security coordination role in India. Headquartered at the Nepali Embassy in New Delhi, this unit acts as a bridge between Nepal Police, the diplomatic mission, and Indian law enforcement agencies to ensure the safety, justice, and support of Nepali citizens in India.

To manage these responsibilities effectively, a Senior Superintendent of Police “SSP” is appointed as the Consular Representative in New Delhi. This position serves as the principal liaison for cross-border crime control, anti-terrorism collaboration, and consular protection.

The Consular Unit in New Delhi carries out a wide range of critical duties designed to strengthen Nepal–India security cooperation, enhance public service delivery abroad, and protect Nepali nationals.

• Represent the Nepal Police at the Nepali Embassy in India.
• Facilitate collaboration between the embassy and Indian law enforcement agencies.
• Assist in managing Nepal’s security and diplomatic interests in India.

• Coordinate with Indian security forces to monitor and prevent cross border crimes, including smuggling and trafficking.
• Work jointly with Indian agencies to identify and disrupt potential terrorist activities or extremist movements targeting either country.
• Assist in monitoring border transit points and airports to intercept criminals and ensure regional security.

Beyond security cooperation, the Consular Unit actively contributes to the protection and welfare of Nepali citizens residing or traveling in India:

• Facilitate communication with Indian authorities to ensure the safety of Nepali nationals, especially in high risk zones.
• Assist in making security arrangements for VIPs and government delegates traveling to or through India from Nepal.

• Provide justice access to victims of human trafficking and fraudulent foreign employment schemes.
• Work within the Indian legal framework to help trafficked individuals and coordinate with relevant agencies for their repatriation or legal support.

• Identify and coordinate the arrest and extradition of individuals who have committed crimes in Nepal and are currently hiding or transiting through India.
• Ensure legal procedures are followed to transfer such suspects back to Nepal for prosecution under Nepali law.

• Assist in the search and rescue of missing Nepali women and children in India.
• Coordinate with Indian police and social organizations to locate missing persons and facilitate their safe return to Nepal.
• Oversee the transport and repatriation of deceased Nepali citizens by liaising with local authorities and their families.

The Personnel Administration Section under the Human Resource Development Department – Nepal Police Headquarters is responsible for managing the entire lifecycle of police personnel, from appointment to retirement. Acting in accordance with the Police Regulation of 2014 and its amendments, this section ensures effective human resource governance, transparent administrative procedures, and modern record-keeping for both active and retired members of the police force.

The section also serves as the central repository for the Personnel Management Information System “PMIS” and physical files, ensuring the comprehensive tracking of all serving and retired police personnel.

The Personnel Administration Section plays a pivotal role in maintaining the organizational integrity and functionality of Nepal Police by handling all administrative tasks concerning its human resources. Its responsibilities include:

• Appointing newly recommended candidates of various ranks based on recommendations from the Recruitment Selection Branch, as per the provisions of the Police Regulation.
• Carrying out placement and orientation of new recruits to appropriate postings.

• Drafting and implementing transfer, promotion, and placement policies and procedures.
• Executing routine and emergency transfers, and facilitating temporary transfers when immediate deployment is required.
• Coordinating with the Ministry of Home Affairs and the Council of Ministers in matters that require high-level approval for transfers and promotions.
• Issuing instructions and supporting subordinate units regarding personnel mobility.

• Maintaining and updating the PMIS “Personnel Management Information System” and physical files of all police personnel.
• Periodically reviewing and modernizing the record-keeping system to keep pace with digital standards.
• Verifying and confirming vacant posts across the organization.

• Recommending eligible retired personnel for pension, gratuity, and other benefits in compliance with current regulations.
• Processing resignation requests, including forwarding resignations of gazetted officers to the Home Ministry for approval.
• Supporting the families of retired, deceased, disabled, or immortal police personnel by recommending relevant state provided facilities and honors.

• Collecting, evaluating, and securing the annual performance appraisals of all police personnel.
• Recommending outstanding personnel of different ranks for awards, decorations, and medals granted by the Government of Nepal.
• Organizing badge adornment ceremonies for newly promoted officers.

• Collaborating with related agencies to coordinate human resource planning across the police force.
• Working with the Research, Planning, and Development Directorate and other departments to enhance and restructure the organizational framework of Nepal Police for efficiency and sustainability.

Below is a detailed table showing the total numerical distribution of personnel in both administrative Janapad and technical posts of the Nepal Police:

SN	Description	IGP	AIGP	DIGP	SSP	SP	DSP	INS	SSI	SI	ASI	SHC	HC	AHC	PC	POA	Total
1	Admin (Janapad)	1	8	20	57	133	345	1282	1171	2377	6931	3383	10149	14567	30407	3031	73,862
2	Technical	0	1	7	22	37	108	236	247	501	984	365	1092	686	1393	0	5,679
	Grand Total	1	9	27	79	170	453	1518	1418	2878	7915	3748	11241	15253	31800	3031	79,541

Note: The data illustrates the comprehensive manpower strength of Nepal Police, with a dominant focus on administrative positions and essential support from the technical division.

The Human Resource Development Department – Nepal Police plays a central role in building a professional, skilled, and morally grounded police force in Nepal. Through strategic recruitment, comprehensive training, and career development programs, HRDD contributes significantly to the integrity, capability, and readiness of the Nepal Police to serve the nation effectively

The Career Development Division is an essential pillar of the Nepal Police Human Resource Development strategy. By focusing on recruitment, ethical development, skill enhancement, and transparent career progression, it ensures the Nepal Police remains professional, capable, and responsive to the nation evolving law enforcement needs. Through innovation, inclusivity, and a commitment to excellence, the division continues to empower police personnel across all ranks.

The New Delhi Consular Unit of the Nepal Police serves as a crucial component of Nepal international law enforcement and diplomatic framework. By combining police expertise with consular responsibilities, the unit not only enhances bilateral security cooperation with India but also safeguards the rights, dignity, and safety of Nepali citizens abroad. This integrated approach ensures that Nepali nationals in India have institutional support in times of legal, security, or humanitarian need, while also strengthening regional stability and cross border relations.

The Personnel Administration Section is an essential pillar of the Human Resource Development Department – Nepal Police, ensuring that the entire personnel management process is executed with efficiency, accountability, and transparency. From strategic manpower planning and promotions to dignified retirement processing, this section supports the force commitment to professionalism and service excellence. As Nepal Police continues to modernize and adapt to evolving security challenges, the Personnel Administration Section remains crucial in laying the foundation for an efficient, motivated, and well managed police workforce.