Welcome to Nnaedozie Thomas Foundation!
NTFNTFNTF
(Mon - Friday)
(10am - 3:30 pm)
Seje 2 Zone, Okeogne Atura bus stop, Badagry, Lagos
NTFNTFNTF

Management and growth of non-governmental organizations’ human resource (NGOs)

  • Home
  • Articles
  • Management and growth of non-governmental organizations’ human resource (NGOs)

Introduction

The essential resource for any business, whether for-profit or nonprofit, is its human resource. For every organization to be successful, its people resources must be effectively managed and developed. The human resources division of any company is in charge of managing and expanding the workforce.

A nonprofit organization’s personnel department is responsible for hiring, choosing, placing, training, and developing its workers. Additionally, it is in charge of managing the organization’s people program and developing personnel policy.

A nonprofit organization’s personnel department must carry out the following duties:

  1. Staff recruiting is the responsibility of the personnel department. It must locate the opening, write the job description, and publicize it.
  2.  Staff selection is the responsibility of the personnel department. The candidates must be narrowed down, interviews must be held, and a candidate must be chosen.
  3.  Staff placement is the responsibility of the personnel department. The post must be located, a job description must be written, and a candidate must be placed.
  4.  Staff training is the responsibility of the personnel department. It must determine the staff’s training requirements and make arrangements for the training.
  5.  Staff development is the responsibility of the personnel department. It must determine the staff’s developmental requirements and plan for them.
  6.  The function of NGOs in the development and management of human resources
  7. It is well acknowledged that non-governmental organizations (NGOs) are crucial to developing and managing human resources (HRM&D). This is because NGOs are typically established to better the lives of underprivileged groups of people, necessitating the implementation of efficient HRM&D techniques to do so.

NGOs can support the HRM&D of underprivileged populations in several different ways. For instance, NGOs can offer education and training programs to help disadvantaged people become more employable. They can also assist workers having problems at work, such as counseling and advising services. NGOs can also advocate for changes in government policy that would enhance the benefits and working conditions for workers in underprivileged groups.

NGOs are essential to the HRM&D of underprivileged populations. It is important to remember, nevertheless, that NGOs cannot accomplish these objectives on their own; to be genuinely effective, they must collaborate closely with other organizations, including companies and government institutions.

The challenges of managing and developing human resources in NGOs

The challenges of managing and developing human resources in NGOs vary. From attracting and retaining talented staff to managing volunteers to ensuring that staff is motivated and engaged, NGOs face unique challenges regarding HR.

One of the biggest challenges is attracting and retaining talented staff. With many NGOs operating on tight budgets, they often cannot compete with the salaries and benefits offered by the private sector. This can make it challenging to attract and retain the best talent.

Another challenge is managing volunteers. Volunteers can be a great asset to an NGO but can also be challenging to manage. Volunteers may not be as reliable as paid staff and may not have the same level of commitment.

NGOs also face the challenge of ensuring that staff is motivated and engaged. This can be difficult when staff is working on challenging and often emotionally draining issues. It is essential for NGOs to create a supportive and positive work environment and to offer staff development opportunities.

Despite the challenges, managing and developing human resources in NGOs can be a rewarding experience. With the right policies and procedures, NGOs can attract and retain talented staff, manage volunteers effectively, and create a supportive and positive work environment.

The future of human resource management and development in NGOs

The future of human resource management and development in NGOs is uncertain. The COVID-19 pandemic has already profoundly impacted the sector, with many organizations forced to make difficult decisions about staff numbers and levels of pay and benefits. The pandemic will likely lead to reduced donor funding, further squeezing NGOs’ budgets.

In this context, it is more important than ever for NGOs to invest in their human resources. This means ensuring that staff is adequately remunerated, have good working conditions, and invest in their development.

One of the challenges facing NGOs is that they often operate in difficult and dangerous environments. This can make it difficult to attract and retain staff. Another challenge is that many NGOs rely on donor funding, which can be unpredictable. This can make it challenging to plan for long-term investments in human resources.

Despite these challenges, there are many reasons to be optimistic about the future of human resource management and development in NGOs. The sector is full of passionate and committed people dedicated to making a difference. With the proper support, NGOs can continue to play a vital role in tackling the world’s most pressing problems.

2 Comments

Leave A Comment