HUMAN Resource development in government and non-government organizations

Fundamentally, man is the key to all problems, not money. Funds are valuable only when used by trained, experienced and devoted men and women. Such people, on the other hand, can work miracles even with small resources and can draw wealth out of a barren land.

- Dag Hammarskjold Secretary general UN (1953-1963)

introductionHuman Resource Development (HRD) plays a critical role in creating and sustaining high performance organizations. A large percentage of the operating budgets of government organization is devoted to staff salaries and wages. HRD issues must be addressed if organizations are to successfully manage decentralization, public/private partnerships, downsizing and expansion, as well as the drive toward organizational sustainability.

Why human resource development?Systematic planning to support organizational mission.Increased capacity to achieve the organizations goals.Clear definition of each employees work responsibilities and link to organization mission.Greater equity between compensation and level of responsibility.Increased level of performance and efficient utilization of employees skills and knowledge.Cost savings through improved efficiency and productivityIncreased ability to manage change.

HRD COMPONENTS USED BY who HRD Capacity: HRD Data: Budget Employee Data HRD Staff Computerization of data HRD Planning: Mission and Goals Performance Management: HRD Planning Job Description Supervision Performance & evaluation

Personnel Policy and Practice: Job Classification System Compensation and Benefits System Recruitment, Hiring, Transfer and Promotion Orientation Program Policy Manual Discipline, Termination, Grievance Procedures Other Incentive Systems Union Relationships Training: Labor Law Compliance Staff training Management/Leadership development Links to external pre-service training

Serial No.Organisation nameOperating mode of HRD functionYear of starting HRD Integrating role or mechanismReason for starting HRD1.BHELSeparate OD department 1981 Executive DirectorCompetency development & expansion2.BEMLSeparate HRD department1978Director human resourceRe-organization and planning for future3.IOCSeparate HRD department1983Director personnelProblem solving and meeting challenges4. SAILUse of existing Personnel department1985Director personnelRenewal and movement to excellence 5.SBISeparate HRD department in all circles1979Chief G.M personnel & HRD deputy directorGrowth, opportunities and change

HUMAN RESORCE DEVELOPMENT IN NON-GOVERNMENT ORGANISATION

CAPACITY BUILDINGCapacity building is defined as the process of developing and strengthening the skills, instincts, abilities, processes and resources that organizations and communities need to survive, adapt, and thrive in the fast-changing world.Capacity building process will generate:Greater resources.Increasing the amount of resources (financial, technical, human, and physical) available to the organization and therefore, its ability to provide services and programs.Greater efficiencyImproving the utilization of resources across the organization and therefore, reducing the relative cost of services and programs.

Greater effectivenessImproving the management and allocation of resources across the organization and therefore, increasing the probability of achieving successful program outcomes.

STAPI and its hrd programmesSTAPIs-(Sosva Training and Promotion Institute) prime objective is the promotion, expansion and the strengthening of NGO sector in India and this is possible by training voluntary agencies and pursue systematically their Human Resource Development.Over a period of time, STAPI has realized that for the overall development of the NGO sector for upgrading of technical and managerial skills of NGOs is a must. It is not only financial sustainability, but Human Resource sustainability that is essential for that survival and growth.

The HRD activities of STAPI mainly focuses on :-Training of NGOs in various aspects of management and development of Human Resources. Training and re-coordination of NGOs in social sectors and family welfare.Training NGOs in financial planning and resources mobilization.Training staff / executives of large donor organizations undertaking support programmes.Training of volunteers desirous of assisting NGOs.Facilities for studies / research in the NGO sector.Training and orientation for Government staff to accept NGOs as partners in development.

HRD Techniques in ngosTrainers Training Programmes:- These workshops deal with the training of NGO representatives in substantive technical matters. The participating NGO officers are further expected to impart training to their field workers project areas. Project Promotion Workshops:-These are workshops where the NGOs are exposed to various governmental schemes and the aspects of project design and proposal preparation. Implementation Assistance Programmes:- These are the workshops where the NGOs are implementing a various Government schemes.

Workshops on Capacity Building:- In these workshops topics like legal requirements of Charity Commissioners office, know-how of Income Tax Act provisions, accounts and auditing, fund raising, diversification of funding sources, marketing of NGO products, Income generation activities for women etc. are taken up.

Exchange of experience:- These programmes are meant to facilitate easy sharing of the successes, failure and innovations of NGO s working on similar projects.

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