Human Resource Management. Human resource management. Human Resource Management is defined as ‘ the integrated use of procedures, policies and practices to recruit, maintain, and develop employees in order for the organization to meet its desired goals ’.
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The same model is found in almost all industries and profit-making organisations. Some say it is a more “masculine” way of organising. The model can stay fairly worker-friendly and democratic.
Your NGO has stated goals and a chosen specialism. So you know what you want the NGO to do. And you need staff who can do it. The job of the NGO should be reflected in the capacity of the staff and then in the qualities of the board.
1. Orienting workers
Information regarding agency policies. Every new employee should first receive a written copy of each of the agency’s policies. Then each policy should be reviewed in detail with that employee by a staff person who is familiar with that area.
2. Getting assignments
9. Holding staff meetings
11. Solving problems
Reviewing which problems should be brought to the supervisor’s attention, and which should be dealt with in other ways within the organization.
12. Keeping workers informed
13. Conducting performance evaluations
If an employee’s performance continues to be unsatisfactory, conduct a detailed interview with the employee.
A. Job descriptions
1. Job title- To the greatest extent possible, the job title should reflect the job duties
2. Job summary- Provide one or two sentences that describe the overall function of the position.
3. Responsibilities and duties- Begin with the duty performed most often and end with duties performed irregularly.
4. Requirements- List the skills and experience needed for the job. If a degree or certificate is only preferred, state that it is preferred and not that it is required.
5. Name of supervisor- Clearly identify the job holder’s supervisor.
1. Notifying all present employees- Promoting from within is an excellent tool for promoting staff morale, rewarding excellent work, and increasing your chances of having excellent workers.
2. Placing ads in local newspapers- Agencies advertise their positions in ads in local papers.
3. Contacting college placement services- Current students and alumni use college placement services to make their availability known.
4. Utilizing newsletters of professional organizations- Often, you can conduct a “nationwide search” to fill a position simply by advertising in the appropriate professional publication.
2. Interview questions- Ask each candidate the same questions. Learn the questions that cannot be asked legally in a job interview.
Praise- The supervisor should point to specific examples of positive work and praise the employee for this work
A detailed description of the steps taken in the “informal discipline” process should be in writing as part of the record.
2. Supervisor-employee meeting
The employee is informed that he or she can bring any other person with them to the meeting as a witness. However, the other individual is not permitted to speak.
The supervisor should specifically outline the termination steps. This includes any severance pay, for example, and the exact amount of time the employee will be given to leave the agency.