1.

Introduction
2.
Importance of Human Resource
3.
Benefits of Human Resource Developments to the organization
4.
Human Resource responsibilities of an NGO
5.
Conflicts of Interest


A committed, capable and responsible staff is vital for the
success of an NGO.


The foundation for this is effective human resource policies.

For most NGOs, these should address both paid employees
and unpaid volunteers.


An NGO should seek qualified staff, offer them proper
training and supervision, treat them with fairness and equity,
and provide them with avenues for individual growth and
development.

On the other hand, the NGO should expect employees and
volunteers to maintain the highest standards of professional
and personal conduct, use information and resources
responsibly, and avoid conflicts of interest.
It is a vital document for any organization, as a breach of these
vital ethics can land the organization in serious trouble with
other organizations or government authorities.
Creating a code of ethics makes decision making easier at all
levels of an organization by reducing ambiguity and
considerations of individual perspectives in ethical standards.
These may appear to be a general criteria , they remain basic for
the integrity and conduct of an NGO.
BENEFITS OF HUMAN RESOURCE
DEVELOPMENT TO THE ORGANIZATION

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

Defined levels of supervision and management support

Increased level of performance and efficient utilization of employees skills and
knowledge

Cost savings through improved efficiency and productivity

Increased ability to manage change


An NGO should seek qualified staff, offer them proper training and
supervision, treat them with fairness and equity, and provide them
with avenues for individual growth and development.

On the other hand, the NGO should expect employees and
volunteers to maintain the highest standards of professional and
personal conduct, use information and resources responsibly, and
avoid conflicts of interest.



RESPONSIBILITIES



1. Capable and Responsible Staff

People with similar desires and experiences.


2. Training and working conditions

Proper training and orientation for new staff.

Suitable working conditions.
Ex.

South Sudanese UN staff and multiple NGO workers strike over
pay and working conditions (August 13, 2012)



NGO workers across the young nation went on strike demanding
that they are paid in US Dollars rather than South Sudanese
Pounds due to high inflation.

The demonstrators also demanded that international staff are
removed from positions that are supposed to be filled by national
staff.





3. Written Human Resource Policies


Employment manual

Basic aspects of employment (benefits, vacation days, sick leave,
etc.).

Confidentiality of information


Conflict of interest.


4. Staff Growth and Development


Opportunities for individual growth and staff development.

Foster an atmosphere whereby supervisors encourage personal
growth of staff.
5. Fairness and Rights of employees
Equality
o Hiring , promotions , opportunities.
Rights honored and defended
o Working conditions, remunerations
Freedom of association
o Religious, community
Freedom of expression
o Express views and opinions
6. Code of ethics
Written code of ethics
Written HR policies

7. Communication of serious concerns
Reviews, communication channels, whistle blowing

8. Standard and responsibility

Highest level of professional conduct

Highest level of personal conduct

Taking responsibility of actions

9. Confidentiality

Integrity of information

Confidentiality of information

Privacy of information

CONFLICT OF
INTEREST
Written
policy
Best interest
of the NGOs
Using
Position for
personal
benefits
Written
Policy
Disclosure
Gifts