The not-for-profit sector in India is driven
by visionaries and philanthropists who foresee a better community by solving
problems that our society is plagued with. However, it has its own share of
challenges; an important one being human resources. An NGO needs a dedicated
workforce to manage innumerable tasks, leverage resources and build a friendly
relationship with the recipients and donors. It faces various hurdles with the
management of the HR function.
People have ingrained belief in working for
corporate and government organizations with stable, secure and well-paid jobs.
People in non-metro towns do not have enough corporate job options. For them,
to choose a career in the social sector itself is a big step. There is a sense
of insecurity with the job and salary when working at an NGO. Also, they wonder
if they will be in line with society's idiosyncrasy while working with HIV
infected people or the disabled. It is difficult to change this mindset. Our government should pitch in with efforts
to educate both, people at the grass-roots level and the leaders behind the
NGOs, to adopt practical thought processes.
One would rarely find an exclusive HR
department in an NGO. Neither does the founding committee allocate enough funds
nor do they put in the required efforts on developing a HR team. The other
employees lack organizational efficiency. Hiring is a time consuming process.
It requires patience to sort applications and interview candidates. Also, young
people join in to get NGO experience and leave with certificates. Some
non-profits themselves term it as a good time to fill the gap in their summer
leave. They must hire full time candidates. They have more time to imbibe the
culture, adapt to the requirements and work productively. It would be wise to
retain interns and those working on a project basis.
NGOs at grass-roots level are unable to
manage funds and cash flow. They constantly need money and resources by funding
which need to be utilized appropriately. Wages ought to be paid on time. They
often have long working hours including outstation travel and stay. Employees
work on different domains and across departments. NGOs must hire people who are
self-motivated and willing to work out of their comfort zone; people who are
able to strive for a goodwill cause.
Most NGOs lack proper facilities which make
it more difficult to attract quality talent and volunteers. Scarcity of water,
fluctuating electricity and unkempt surroundings make a bad work environment.
There should be regulations on facilities and support for employees. It is
crucial for NGOs to maintain hygiene and keep their employees motivated by
ensuring access to these basic needs.
Non-profit trusts and organizations tend to
give too much attention to raising funds instead of solving problems. There is
a lack of communication to the lowest grade staff in the organizational
structure, making them feel left out and lose trust. NGOs must keep everyone
aligned to their vision and mission. Keeping governance systems in check would
ensure everyone is on the same page and work in unison.
