Tag: Fundamentals of Accountancy

Non-governmental organization (NGO) movements to alleviate poverty, protect the environment, or advocate for human rights are widespread throughout the developing world, and, as of 2002, are estimated to account for over 30% of international development aid. While many of the smaller NGOs in this group are seen as providing positive, uplifting services to local communities, larger multi-national examples of social organizations are prone to the same types of endemic corruption as other corporate entities. As well, NGOs often promote ideologies such as equal rights for women that are in direct conflict with a local government’s political aims.

Advantages/Merits/Pros

• It’s have a strong network.
• NGO’s introduce new technologies to farmers such as new variety, new crop, and new equipment.
• NGO’s help farmers to increase crop production.
• NGO’s help farmers to improve their living standard.
• There is a special programme for rural women and youth development.
• It improves the leadership ability of the rural women and youth.
• Its help to rural women and youth to develop their social economic condition.
• It provides good employment opportunities for educated unemployed youth.
• It helps to initiate the creativity of youth and rural women.
• It provides handsome salary for their employer.
• It encourages the unemployed young and rural women to establish themselves.
• It increases the economic contribution power in rural women.

Disadvantages/Demerits

• By giving small money, they can take over money by the high rate of interest.
• It provides a vicious cycle of interest.
• It’s have a strong network.
• It forces people to buy their attractive and developed things.
• It creates a source of depression, when the consumers pay their loans they suffer a mental depression.
• When rural people cannot pay their loans, they take some punishable action against them which cannot tolerable to mankind.
• It sometimes creates the source of a quarrel between husband, wife, and other members of the family.

Vision is the essence of not only a NGO but also any organization, vision of your organization can be considered as answers to your existence as Organization and deepest goal to achieve through your organization.

As far as vision of an NGO, there are different context in which you can set your vision and it mostly depends on in which area you are working as an NGO As this question is too vague to answer specifically, below points can be considered while defining your Vision.

Vision:

Change you want to see in next 10 years.

Impact you are going to make on society

Long term sustainability

Your organizational values

Mission:

Your upcoming 5 years plan to accomplish.

Reaching out to maximum beneficiary

Long term resource and sustainability management.

Goals:

NGOs include promoting the use of appropriate technology and assisting research and development into new technology. This type of NGO may concentrate on problems in agriculture such as crop diseases or harmful insects. NGOs also may research improved agricultural equipment that is appropriate for a region’s particular agricultural conditions.

NGOs involve assisting small businesses in gaining access to credit and finding markets for their produce. These NGOs may, for example, provide microfinance, including loans to small business and savings and insurance products for low-income households. Such NGOs may support economic development by helping households to use any money they earn to accumulate assets and insure themselves against adverse situations.

NGOs concerned with the empowerment of women may include activities on a political or economic level. Such an NGO might be concerned with issues concerning the education and health of women and would help women’s groups to use their united strength to stand up for their rights in the political arena. Some NGOs also are concerned with helping women in business.

Goals of NGOs may include assisting producer groups to come together as pressure groups and find ways to influence policy on matters that concern them. An NGO can make these groups aware of their rights and educate them on ways to demand greater political participation. An example is the work of NGOs involved in fair trade issues. These may help producer groups to negotiate improved terms for selling their produce and may campaign on an international level for fairer world trade.

There are certain areas where the accounting of NGOs differs from that of other organisations that aim at earning profit. The components that are different in the case of NGO accounting are as follows:

• The NGO receives donations from different individuals and business entities. The donations can be general or specific donations, where general donations are used for any purpose in the organisation, whereas the specific or individual donations are used only for the purpose for which the donor has donated.
• The main motive of NGOs is to provide services for the welfare of society, and there are specific programmes that NGOs conduct for the same. The accounting for such programmes is done separately to separate surplus or deficit from such programmes.
• In standard profit-making entities, a different head reports shareholder’s equity, but shareholders and investors are not there in NGOs. Thus, there is no equity stake in NGOs, and in the case of these NGOs, net assets take the place of equity in the statement of financial position.
• In the case of NGOs, the statement of activities is prepared. It calculates surplus or deficit instead of profit and loss account and profit or loss in the profit-making organisation. The equity statement is not prepared in the case of NGOs as equity shareholders are not there.
• In the case of NGOs, the statement of functional expenses is prepared, which records the fund accounting of the company. This report shows the total expenses incurred by the NGO along with the details of the expenses spent by it by diving into funds and category wise.

Basis of NGO Accounting

An important section of NGO account management is the basis of accounting. It defines the basis on which the accounting starts and methods applied for managing accounts with day-to-day transactions. Points to be considered for this process are as follows:

• The NGO prepares its accounts on the basis of the historical basis of accounting, but assets are re-valued from their historical cost to reflect current values.
• The NGO applies an accrual-based accounting method. Revenues, grants, or donations are recorded in the accounting period it is received, and expenses are recognised when incurred. Loans and other grants are also recognised when received. Further, other revenues are recognised as per the accrual concept.
• Grants and donations are recorded separately and are shown with the non-operating income and expenses. They are not included in the retained earnings from operations but in the contributed capital or donated equity.  
• Contributions made in kind are recognised through journal adjustments which are supported by appropriate documents such as agreements, formal letters, memos, MOU, etc.

The account books are maintained in a set pattern, so all transactions are traced back and forth. The pattern is as follows:

1. Expenses
2. Cash memo
3. Voucher
4. Cash book
5. Ledger
6. Trail balance
7. Income and expenditure statement, balance sheet

Fund Accounting

Fund accounting enables NGOs to allocate money in different groups or “funds” to keep them organised and spend as per need. The groups under which money is separated are:

• Restricted Funds: 

The funds are for certain NGO projects and activities and are to be spent accordingly.

• Temporarily restricted funds:

The funds are spent on certain projects and activities at NGOs for a certain period of time. After that time period, the fund becomes unrestricted funds.

• Unrestricted funds:

This is also called the Annual Fund. These funds can be spent on anything that NGOs require. 

Advantages of NGO Accounting

The advantages related to NGO Accounting are as follows:

• In NGOs, the statement of functional expenses is prepared to record funds accounting of the company.
• Programs are conducted by NGOs, for which accounting is done separately.  
• NGO Accounting enables to analyse of every program properly.

Although NGO Accounting is beneficiary in the ways mentioned above, it also has disadvantages. The various disadvantages related to NGOs are as follows:

• NGO Accounting is more prone to fraud when compared with the accounting of other organisations.
• There are chances where the person authorised for accounting does not account properly and leaves some of the grants received by the organisations.

Books and Documents maintained for NGO Accounting

Following is the list of books and documents that NGOs maintain for proper and systematic account management:

• Cash payment or receipt vouchers and book
• Bank payment or receipt vouchers and book
• Summary of daily petty cash book
• Journal vouchers and journal
• General Ledger
• Fixed Assets Register
• Contract or Registration Documents
• Attendance Register
• Budget copies of various grants
• Utilisation Certificates
• Any other relevant Registration papers
• Copies of consultancy agreements
• Capital assets approvals
• A file of original bills of assets purchased
• Copies of contracts and agreements
• Stationary Register
• A file containing bank mandates and authorised signatories
• Quotation file for all purchases
• Advance payment register
• Check issue register
• Cancelled check register
• Donation receipt issue register

The Foreign Contribution (regulation) Act, 2010 is an act of the Parliament of India, by the 42nd Act of 2010. It is a consolidating act whose scope is to regulate the acceptance and utilisation of foreign contribution or foreign hospitality by certain individuals or associations or companies and to prohibit acceptance and utilisation of foreign contribution or foreign hospitality for any activities detrimental to the national interest and for matters connected therewith or incidental thereto. It is designed to correct shortfalls in the predecessor act of 1976. The bill received presidential assent on 26 September 2010.

Amendments

The Minister of Home Affairs, Amit Shah introduced the Foreign Contribution (Regulation) Amendment Bill, 2020, which made several changes to the existing Act, including making it mandatory for office bearers of any non-governmental organisation (NGO) to provide their Aadhaar numbers. It also gives the government the power to hold a “summary enquiry” to prevent an organization from using foreign funds. These changes were intended to increase transparency regarding the use of foreign money for non-governmental organisations.

The Bill was unanimously passed by the Lok Sabha on 21 September 2020. The Rajya Sabha unanimously passed the bill on 23 September 2020.

Amendment 2022

The Centre has also omitted provision ‘b’ in rule 13, which dealt with declaring foreign funds including details of donors, amount received, and date of receipt every quarter on its website. Now only once a year the organizations in FCRA can file the audited balance sheet in the website of the Ministry or also on their own website.

Controversies

A number of NGOs receiving foreign funding are seen by the India’s central government as involved in anti-development activism and hence posing a negative impact on the economic growth by two to three per cent. An Intelligence Bureau report titled ‘Impact of NGOs on Development,’ claims the NGOs and their international donors are also planning to target many fresh economic development projects.

Home ministry has cancelled some more registrations including top 8 national educational institutions such asJawaharlal Nehru University, IIT-Kanpur and Jamia Milia Islamia saying that these institutes are not maintaining proper FCRA account. So, unless their registrations are restored, these institutions cannot receive contributions from abroad. Later the FCRA status of Jamia Milia Islamia was restored in September 2012 following the submission of its report to the government. The Ministry of Home Affairs has since clarified that Jamia is exempt from all provisions of the FCRA and therefore there is no bar on Jamia to receive/spend foreign contributions.

The Union Home Ministry has cancelled renewal of Foreign Contribution Regulation Act (FCRA) licences of Greenpeace India and two NGOs run by activist Teesta Setalvad who is an Indian civil rights activist and journalist. Greenpeace has been charged with obstructing development activities in India by the Government of India in 2013 (Under congress led UPA government) after intelligence Bureau inputs. Greenpeace India is charged with undertaking protests against thermal power, nuclear power, coal and aluminium mining across the India. GreenPeace has also been charged with promoting Solar energy equipment of US based Zemlin Surface Optical Corporation especially in Bihar. Greenpeace India admitted to anchoring local protests against coal mines and participating in seminars where foreign funding is sought for protests but clarified that the source of funding does not lessen the seriousness of harm to the environment. According to IB (Intelligence Bureau) report, Greenpeace poses threat to national economic security, growing exponentially in reach, impact, volunteers and media influence.

Foreign Source

It includes:

• Government of any foreign country or any agency of such government;
• Any international agency except United Nations or any of its specialised agencies, World Bank, International Monetary Fund or such other agency as the Central Government may, by notification in the Official Gazette, specify;
• Foreign company;
• Corporation, other than foreign company, incorporated outside India;
• A multinational corporation;
• A company where more than 50% of its share capital is held by a foreign government or citizens of a foreign country or foreign entity (includes company, corporations, trusts, societies or other associations of individuals registered in foreign country);
• A foreign trust or foreign foundation and includes trust or foundation mainly financed by a foreign country and;
• Citizen of a foreign country.
• Foreign Trade Union, Society, Club or Other Association.

Restrictions on Accepting FC

The person having a definite cultural, economic, educational, religious or social programme can accept FC, only if:

• It is registered with the Central Government under this Act or takes prior permission before receiving each contribution.
• It receives FC only through one designated bank account.
• Central Government is kept intimated as to the amount, source and manner in which FC was received and utilised.

Prior Permission

• Application for prior approval to be made in Form FC 4.
• Prior approval to be donor specific, donee specific and purpose specific.

There are 3 legal forms exist for an NGO or Non-Profit Organizations i.e Trusts, Societies and Section 8 Companies. Indian Trusts have no central law; Indian Societies have different legal and institutional frameworks from state to state while Section 8 companies have one uniform law across the country Companies Act, 2013. It is this robust Act that regulates the formation, management and accountability of a Section 8 Company, thus making it more closely regulated and monitored than trusts and societies, and recognized all over the world. A Non-profit Company or Section 8 Company is a Company which:

• Has in its objects the promotion of commerce, art, science, sports, education, research, social welfare, religion, charity, protection of environment or any such other object;
• Intends to apply its profits, if any, or other income in promoting its objects;
• Intends to prohibit the payment of any dividend to its members.

Benefits:

• It has organised operations and greater flexibility.
• Avoids meticulous registration process and no physical presence required.
• No requirement of a minimum paid-up capital.
• Seamless procurement of tax benefits under section 12AA and 80G of the Income Tax Act.
• Any partnership firm can be a member in its individual capacity and obtain Directorship.

Career in NGO

Many international organizations and NGOs offer trainings that are relevant to start a career in an NGO. The easiest way is to take an online course in a relevant subject area such as Human Rights, Health or Social Justice. Trainings and online courses will equip you with the relevant terminology and a basic understanding of how NGOs work and what they do. This will help you during your job applications and interviews. Beyond that, online courses, workshops and trainings can help you explore and discover your own interests. It’s essential for a purpose-driven career that you actually care about the cause. Other options to complete relevant trainings include taking part in events, workshops or summer/winter academies.

• Take part in online courses to improve your skills and knowledge
• Take part in events, workshops and summer/winter academies

How to get Job:

Decide what you want to do

The first step to building a career in an NGO is choosing a career path that fits your skills and passions. Because NGOs focus on such a large range of topics and causes, there are many career paths that can allow you to work in an NGO. For example, if you want to work for an NGO but are also interested in a career in health care, you might become a doctor and serve an NGO like Doctors without Borders, providing medical care to people across the world. NGOs also employ administrators, communications specialists and many other professionals.

Complete an undergraduate degree

Once you’ve decided on a career path, you can earn a degree that can help you meet your goals. Some colleges and universities have programs for nonprofit management or administration, which might be ideal for people who want to become NGO directors. Other majors that NGO employees study include business management, psychology and history. You might combine two subjects in a major and minor program. For example, NGO financial professionals might have degrees in business management or economics, with minors in sociology or global studies.

Get professional experience

After you complete your degree, you can develop your skills and gain experience in an entry-level job in your chosen field. You might work for a nonprofit organization, but you might also work for a private company or government agency. For example, if you plan to become a fundraiser for an NGO, you might start with a sales position at a for-profit company. Some people who want to work in an NGO gain professional experience in the private sector while volunteering for an NGO in their spare time, which can help them build connections in the nonprofit field.

Consider an advanced degree

Depending on the role you want to take in an NGO, you might benefit from getting a graduate degree in a subject related to nonprofit administration. Many graduate schools offer Master’s programs in nonprofit administration, leadership and social entrepreneurship. In these programs, you can learn about project management, organizational structures and laws governing nonprofits. If you want to work for a specialized NGO, like a medical assistance group, you might earn a medical degree or other advanced certificate that relates to the NGO’s focus.

Apply for jobs

Non-governmental organizations often post their job openings on general job boards and on specialized nonprofit and social action job boards. As you search for a job at an NGO, you might research the nonprofit job boards for your preferred cause and check those boards frequently. If you want to work for a specific NGO, you can look at their website for job openings or contact them directly. Sending a resume and cover letter to the organization’s hiring manager can help you develop professional relationships, which might give you an advantage in the hiring process for your ideal job.

Common Implementation Method

In-House Implementation:

A Company creates an internal department or unit to work directly with communities to design and implement projects.

Company Foundation:

A Company establishes and independent foundation or trust as a separate legal entity to carry on” Corporate Social Responsibility” programs. The company generally provided grants and workforce to the foundation or trust.

Third Party Implementation:

A Company engages a third party , such as a local or international NGO , to work with local communities in designing and implementing CSR projects, or it support an existing initiative being implemented by others.

Multi Stakeholder Partnership:

A Company establishes or joins a voluntary or collaborative alliance, network, or partnership. This implies cooperation between two or more actors in a manner that shares, risk responsibilities, resources and competencies and involves a joint commitment to common cause, task and goal.

Hybrid:

A Company utilizes a combination of two or more implementation models to deliver various components of its ” Corporate Social Responsibility” program, Many corporate houses in India are working or implementing their” Corporate Social Responsibility” programs through their own foundations or trusts. Such as Ajim Premji Foundation,

CSR Activities in NGO

Real and long-lasting change can only be ushered in when all of us come together to make it possible. Inclination towards social responsibility and contribution to sustainable development is fast becoming the mark of distinction for leading corporate and top brands. Corporate Social Responsibility for NGOs is the continuous commitment of a corporate body to improve community well being through discretionary business practices and ethical contributions of corporate resources. Mallen Baker writer, speaker and CSR expert defines Corporate Social Responsibility as a strategic act, “a way companies manage the business processes to produce an overall positive impact on society.” Integrating social, environmental and ethical responsibilities into the governance of businesses ensures their long term success, competitiveness and sustainability. CSR initiatives facilitate corporate to build a dominant brand that reverberates with their key stakeholders customers, employees, government and general public.

NGO and development sector professionals work in difficult and challenging circumstances. With limited resources and constantly changing, complex and dynamic situations, an NGO professional has to be on toes all the time to adapt to the environment. Working in this sector demands dynamic personalities, leadership qualities and management aptitude and skills.

• Effective communicators:

Effective leaders are always good communicators, so is true in the case of NGO leaders as well. They know they have to deal with contrasting ends, like beneficiaries, donors, agencies, etc. and they are able to change their communication styles as per the audience. They get social and meet a lot of stakeholders, make networks and engage people for furthering the cause of organization.

• Inspire and empower:

With their ideologies, passion, compassion and working styles, effective NGO leaders always keep inspiring others. Whether they are their own team members or donors or stakeholders, people look up to them as motivation and inspiration. They are thorough professionals and yet are compassionate towards people. They accept and enjoy diversity, be it within the team or outside the organization. They know that they are ethically responsible and accountable to their teams and even their beneficiaries. They motivate others also, to understand and behave in ethical manners, reflecting in the organizational policies, processes, and even day-to-day functioning.

• They have their eyes on the goal:

They dare to ask a lot of questions to their staff, donors, and other stakeholders. They have the courage to put the ultimate objective of the organization at the centre, and constantly work towards it. They understand that social change and development is not an overnight process, yet they chart a map and strive continuously towards organizational goals.

• Believe in transformation:

Over and above all, their best quality is strong belief in transformation. They have full faith in their own work, the organizational objectives and goals and the means they take to achieve them. They are passionate towards the community, are sensitive and resilient humans, believe in the cause and work consistently towards it.

• Take initiative:

Leaders are confident, pro-active, and they take initiative at their field of work. At organizational and work (field) level; they anticipate problems and act in time to correct the situation. This also applies to self-improvement they actively seek. They are always looking for opportunities for betterment of their own self and their teams. This makes them great team workers, and they can do it because they are focused on the larger goal. Their pro-active instinct also makes them identify opportunities and ways to make best use of them. Such people can truly be assets to the organization.

Staff Development in NGO

There are many different reasons to provide training and development for staff in the NGO sector. One of the key reasons to ensure staff development and skills strengthening is the fact that the NGO sector has such a significant impact globally which impacts communities, beneficiaries and donors. In fact, the number of people expected to donate to charities by 2030 is 2.5 billion, and 80% of the global population believe that NGOs make it easy to be involved in positive social change. The scale of the sector is clear when you consider that “if NGOs were a country, they would have the 5th largest economy in the world”. With that kind of power comes great responsibility, and the importance of staff development is thus undeniable.

Building safeguarding practices

Another key reason for staff development is the building of safeguarding practices. Following the revelations in 2018 of widespread abuse by certain INGOs of both beneficiaries and internal staff, there has been growing reflection within the sector about what can be done to better promote safeguarding. Safeguarding is defined here as “All actions taken by organisations to protect their personnel from harm and from harming others”. While many organisations could simply require staff to undertake mandatory online courses (where they complete a multiple choice test to attain a safeguarding certificate), there has been recognition instead that serious shifts in practice are required to protect beneficiaries, staff and the sectors reputation and thus its ability to make positive change at a global and local level.

Building organisational capacity

It may seem that building the talent of your staff could lead only to their individual capacity, but programmes has shown that promoting staff development leads to more loyal staff, who are willing to stay within an organisation and in doing so build organisational capacity. “If talented staff (and volunteers) feels unappreciated, they will move to another job, taking their skills and knowledge capital away from your organisation”. One way to ensure staff feel appreciated is to spend time and money on building their skills, and strengthening their capacity to make good decisions, engage effectively and promote positive change within the sector.

Building better leaders

Arora argued in 2012 that “it is estimated that in India alone, over half a million new senior managers will have to be developed for leadership positions … what is also apparent, is that many of these jobs will be filled by individuals recruited from outside the sector who will have had limited experience of running non-profits at senior level”. What better way to ensure the sector thrives than to develop the future leaders of the NGO sector from within the sector? This means actively and consciously working with current staff to strengthen their skills, develop their leadership and managerial knowledge and expertise, and, in doing so, promote a participatory organisational culture.

Build a mentoring culture: Often NGOs look outside of the organisation for training and support in staff development, when they could be drawing on the skills and expertise within their organisation. This means creating mentoring or coaching programmes for new staff, and mentoring mid-career professionals who want to take on management level roles in the future. Darrell Foster, Head of Learning & Development, recently wrote “good leaders always have a vision and purpose. They not only visualise the future themselves but share their vision”. This is what mentoring is able to promote – a shared vision, shared skills and shared learning.

Build your box: Some great advice keep a box that you fill with important information, highlights, experiences which you will be willing to give to the person who eventually takes over your role. I think this advice can be extended to capacity strengthening so that we should each keep a box of lessons, highlights, notes and anecdotes, which we can share with colleagues or reflect on in our own time. This box should be a reminder of where we’ve come from and what we’ve learnt, how we’ve developed and where we want to go. It should also be a reminder of what we still want to learn and skills we think would be useful in helping us be the best we can be. This should be shared with your manager, so they know how they can help you build your capacity.

The relationship of business with a community is a social transaction which required that both parties be open, honest, and fair with the other in order to achieve maximum effectiveness. Business responsibilities in a community extend in a wide variety of directions from civil rights to support of the community to support of community cultural activities. It is an essential function of any successful business, refers to the various methods companies use to establish and maintain a mutually beneficial relationship with the communities in which they operate.

Business acknowledges the role in the development of the communities within which it operates in order to sustain the business.

At many businesses, Corporate Social Responsibility (CSR) activities have been designed to put a smile on the faces of every individual it serves. Company contributes to developing the local communities in and around the areas where it does business.

For Corporate, community development means building an inclusive society by helping improve the wellbeing of the community and enabling them to prosper. Corporate takes pride in being a business with a heart and soul.

There are many ways in which business involves in community development. Those are stated below.

• Assistance for handicapped and other disadvantaged persons.
• Support for air and water pollution control.
• Servicing responsibility for product sold to the local consumer.
• Support of artistic and cultural activities
• Employment and advancement for minorities and women.
• Assistance in urban planning and development.
• Support of local health care program.
• Donation of equipment to local school.
• Support of local bond issues for public improvements.
• Aid to community hospital drive.
• Executive aid for the local united fund.
• Support to can serve scarce resources and prevent pollution.

A change agent, also known as an advocate of change, is a person who acts as a catalyst for the change management process. They help an organization, or part of an organization, transform how it operates by inspiring and influencing others. A change agent will promote, champion, enable, and support an organization’s change implementation.

A staffing agency is an entity that has staff that can be employed out for temporary or long term work. A staffing agency is additionally referred to as an employment agency. It provides temporary staff. Some agencies are industry targeted or specialised. For instance, The Strategic CFO’s staffing line focuses on accounting and financial positions.

Responsibilities:

• Understand and have deep knowledge about the workload needs of client companies
• Analysis and determine the workforce requirement and try to meet the same.
• Conducting different levels of interviews and shortlisting the candidates accordingly.
• Generate contracts and keep eye on legal issues.
• Detail knowledge about the potential candidates and their background history.
• Conduct training in case of any gaps.
• Taking continuous follow-up and checking the performance of temporary workers.

Role:

• Communicating how change is beneficial for both the organization and employees.
• Listening to the involved team members and employees to gain feedback and incorporate it in the implementation process.
• Understanding employees’ reactions to change and reducing resistance to change.
• Actively engaging with employees by conducting change management exercises.
• Encouraging and supporting employees to become change champions and promote it.
• Identifying and leading other change agents and change consultants to success
• Providing feedback on challenges facing the change management lead.

Services offered:

Contingency search

If you are trying to employ somebody for a vacant position, you may play out a contingency search with a staffing firm. Staffing firms are paid uniquely for fruitful searches; instalment is usually a level of the applicant’s beginning compensation.

You ought to expect a discount on the charge or substitution if the competitor doesn’t keep going for a predefined time frame at your organization.

Agreement recruiting

An organization is expecting to enlist a massive volume of representatives who may pick an agreement scout. Under this game plan, an HR expert is engaged by a staffing company to join a customer organization.

The agreement selection representative will work at the customer organization, during the course of the customer organization. Commonly the staffing firm and agreement enrollment specialist are paid dependent on a concurred hourly rate paying little heed to the number of competitors sourced and enlisted for the customer organization.

Agreement recruiting is regularly utilized as an option in contrast to contingency searches, and it is likewise valuable if the organization is short-staffed in HR and can profit by having a spotter on board rapidly.

Freelance or potentially contract help

This is equivalent to impermanent help; however, architects, innovation experts, and other elevated level representatives will, in general, allude to themselves as freelancers or contractual workers.

Managed services

Under this kind of course of action, a customer organization will re-appropriate a whole office or capacity (e.g., call focus or sorting room) on a proceeding with the premise. This administration functions admirably when an organization wouldn’t like to deal with a particular zone of business and can discover a staffing firm that has some specific ability in the area managed.

Skills set for NGO

Community Organizing

• Group dynamics
• Community integration
• Problem identification
• Community investigation
• Facilitation
• Mobilization
• Communication
• Role playing
• Objectivity, monitoring and evaluation

Participatory Action Research

• Identification of research problem
• Identification of different research tools
• Data gathering
• Analysis of data
• Consultation with the community and validation of data
• Drawing of conclusions
• Making of recommendations

Business Skills

• Planning
• Participatory (circular) management
• Accounting and bookkeeping
• Marketing and purchasing
• Negotiation
• Monitoring and record keeping
• Technical skill in micro-computers
• Organizing cooperatives/credit unions
• Handling labour problems
• Understanding legal aspects.

Documentation, Dissemination of Information

• Small group formation
• Clarification of values and vision
• Group dynamics
• Different kinds of media production
• Communication skills and visual aids
• Conscientization /Senticizing skills
• Advocacy
• Networking and linkages

Training Methods

• Use of cultural forms
• Use of media
• On-the-job training – participant observation
• Workshop organization
• Group dynamics
• Practice-Theory/Action-reflection
• Exposure programme
• Group discussion and synthesis, brain-storming
• Self-learning kits and modules

Technology Training: Appropriate Technologies

• Agriculture, fishing, post-harvest technology, energy, housing, health, sanitation, handicrafts, food technology.

Human Resource Management in NGO

Human Resources can be to the efficient running of their organization. Contrary to popular belief, HR is not just a department that fills out forms and signs off on sick-leave. There is so much more to it, in fact, when HR does a good job, they act like the glue that keeps the company together. NGOs are no different. The reason for this is because just like any other business, one of their main resources is provided by humans. And as such this valuable resources needs to be managed accordingly. Thanks to some major problems faced by NGOs, HR is more important now than it has ever been in the past.

Expert recruiting

Remove some of the pressure when filling positions, get your HR team on the case. Most Human Resources individuals have extensive experience in recruiting and employer branding. They will also be able to implement many automated processes which should remove erroneous applicants and attract more of the top talent. If you have a smooth process and an excellent employer brand you’ll start to see more skilled workers apply for vacancies.

Training and Development

A lot of the time most managers are too busy to properly train or develop their staff. It’s just a simple fact and an unfortunate consequence of the “doing less with more” mentality. More and more these days, the responsibility of training and development seems to lie with the HR department. A good HR professional will be well equipped to deal with career management and organising skills training for an NGO. If NGOs offer a great training program, they will see more of the top talent and fewer resignations.

Organization

We mentioned before that a great HR team acts as the glue of an organization, and that’s usually true. In the sense that they ensure a smooth operation and that the overall corporate culture is well organized. Some people will thrive in chaos, but most don’t. The HR department will ensure proper on-boarding, off-boarding and operations within a company. HR are there to ensure new employees are made to feel welcome and are shown how things work, who people are, the general vibe etc.

Motivation

This is another part of the glue, a positive HR person can have a tremendous impact on the motivation of an organization. Motivation can be hard to come by in a regular company, let alone an NGO. NGOs need to keep their people engaged, involved and motivated and the best way to do that is with an effective HR team.

Addressing the human needs

All employees have what’s called human needs, and NGOs need to effectively address those needs if they are going to retain their staff. An enlightened HR manager knows just what it takes to keep someone on board and happy they need to keep the humanity in HR. This is simple enough to do so long as you address the basic human needs, which are: the need to be appreciated, the need to belong and the need to feel like you’re making a meaningful contribution. If an NGO addresses these needs, it will help solve the problem of staff retention.