human resources

Africa Health Placements: Human Capital Officer

Africa Health Placements (AHP) is a dynamic South African-based social profit organisation working to address the extreme inequities in access to healthcare on the continent through human resource solutions. AHP currently offers culture strategy consulting, health workforce planning, recruitment, workforce retention initiatives and an expanding portfolio of human resources in health advisory services. The organisation’s mission targets health access for the most indigent, partnering governments, civil society and private sector to do so.

Peace Parks Foundation: Senior Fundraiser

Peace Parks Foundation is a nonprofit organisation that has virtually all the powers of a normal company, but cannot have shareholders, and no profits can be paid to supporting members or directors. 

Peace Parks Foundation facilitates the establishment of transfrontier conservation areas (peace parks) and develops human resources, thereby supporting sustainable economic development, the conservation of biodiversity and regional peace and stability.

Peace Parks Foundation seeks to appoint a Senior Fundraiser, based in Stellenbosch, Western Cape.

The Importance of HR Management in an NGO Environment

The importance of Human Resources (HR) in a non-governmental organisation (NGO) as a means of ensuring sustainable growth for an organisation cannot be overemphasised, as it is the fundamental strength upon which people, strategies, processes and operations are based. Effective employee management should be on top of the list of priorities for progressive improvement of an organisation. A NGO must strive to attract, develop and retain qualified and enthusiastic employees as they are the key to the success of one’s business.

Are South African NGOs Employers of Choice or Necessity?

As a Human Resources professional working in the development sector, I always keep an eagle eye on trends and practices in private sector organisations who have the resources and capacity to invest in their people management practices. Having worked in the private sector for most of my career, I recently transitioned to civil society organisations and recognised a need for these organisations to reflect on their people management practices and develop strategies for attracting, retaining and developing their employees.

The Dumping Ground: How We Are Perpetuating Our Own Skills Shortage Within the Nonprofit Sector

Very few social development practitioners would argue that one of the main obstacles to quality service delivery is the lack of staff skills and capacity within organisations. The reality we face is that there are currently not enough individuals with key knowledge, skills and competencies to staff all of South Africa’s nonprofit organisations, which means that many organisations are staffed by individuals who are not sufficiently qualified to perform their jobs effectively.

NGOs Fight to ‘Hang On’ to Good Staff

High staff turnover due to a lack of adequate subsidisation by Government, plagues many South African NGOs, that struggle to provide the necessary services to communities in need.

In the Eastern Cape subsidies used to pay social workers have not been increased in two years, while social auxiliary workers are subsidised on the Department of Social Development’s 2002 scales.

Developing NGOs: Retaining Skills

Significant changes have occurred in the South African non-profit sector over the last 14 years. The years following 1994 saw an exodus of NGO talent to government: in fact the acronym NGO was laughingly explained as “Next Government Official”.

While the desire for a stable source of income after years of tenuous existence - a desire which influenced the move for many - this unfortunately resulted in a wealth of knowledge and institutional memory leaving the non-profit sector.

NGOs and Salary Allocations

The New Reality for South African NGOs

South African NGOs need to be aware and take cognisance of the fact that skills shortages and high turnover have become a global phenomenon. Skills are easily transferable across international boundaries and employees have an abundance of choice in an age where access to information is just a broadband connection away.

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