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)


Human 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 productivity
Increased 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
name
Operating
mode of HRD
function
Year of
starting
HRD
Integrating
role or
mechanism
Reason for
starting HRD
1. BHEL Separate OD
department
1981 Executive
Director
Competency
development &
expansion
2. BEML Separate HRD
department
1978 Director
human
resource
Re-organization
and planning for
future
3. IOC Separate HRD
department
1983 Director
personnel
Problem solving
and meeting
challenges
4. SAIL Use of existing
Personnel
department
1985 Director
personnel
Renewal and
movement to
excellence
5. SBI Separate HRD
department in
all circles
1979 Chief G.M
personnel &
HRD deputy
director
Growth,
opportunities and
change

HUMAN RESORCE
DEVELOPMENT IN NON-
GOVERNMENT
ORGANISATION
CAPACITY BUILDING
Capacity 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 efficiency
Improving the utilization of resources across the organization and
therefore, reducing the relative cost of services and programs.


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

stApi And its hrd
programmes
STAPIs-(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 ngos
Trainers 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.