This section will help you think about whether you are paying enough attention to the people who make your organisation work, and how well you are managing your “human resources”.
HOW STRONG IS YOUR PERSONNEL MANAGEMENT?
People are the heart and soul of an organisation. The people who work there should know what is expected of them, be supported to work effectively as a team, and be committed to what you do, so they are not in conflict with one another nor burning out from overwork.
IMPROVING YOUR PERSONNEL MANAGEMENT
Use your assessment to determine your next steps. In all cases, you should:
- Discuss the results of this organisational strength map with IFEX. We may be able to connect you with relevant reference materials, external consultants, training opportunities or a skills exchange with another IFEX member. Discuss the results with some of your most committed funders who may be able to support some areas of your organisational development.
- Discuss the results with some of your most committed funders who may be able to support some areas of your organisational development.
HOW STRONG IS YOUR PERSONNEL MANAGEMENT?
1. Our organisation has personnel policies that are written down and used, e.g., for hiring and firing, compensation, work hours, performance appraisal.
Yes
Somewhat
No
2. One person on staff has overall responsibility for personnel management.
Yes
Somewhat
No
3. Our organisation has strong leaders with a clear vision for the organisation, who inspire our staff and volunteers.
Yes
Somewhat
No
4. All staff (and volunteers if we have them) have clear job descriptions and receive a thorough orientation to our organisation and their role in it.
Yes
Somewhat
No
5. Staff set annual performance objectives for their work that align with our organisation’s purpose and plans.
Yes
Somewhat
No
6. We review the performance and workload of all staff and volunteers and provide regular feedback.
Yes
Somewhat
No
7. Our organisation has considered how it would handle a change in leadership, and we know what we would do if our leader left the organisation.
Yes
Somewhat
No
If your assessment shows that you have answered mostly “No”
• Review and analyse staff turnover at your organisation. TIP: A high or a very low staff turnover can be a symptom of unhealthy personnel management.
• Discuss personnel policies as openly as you do other matters (e.g., in staff meetings, in formal and informal conversations) as it is a legitimate and important organisational topic.
• When people leave your organization, use exit interviews and confidential questionnaires to identify any major personnel issues.
If your assessment shows that you have answered mostly “Somewhat”
• Review the tips under “mostly no” to ensure that you have covered the basics.
• Ask all staff members to write down their current functions and compare them with their job descriptions. Adapt the job descriptions accordingly, with reference to your organisation’s purpose (vision/mission) and plans.
• Develop a practice of regular (e.g., annual) performance review and consider using performance evaluation software with staff to streamline the process.
If your assessment shows that you have answered mostly “Yes”
• Review the tips under “mostly no” and “mostly somewhat” to ensure that there are not gaps in your planning.
• Identify your best personnel practices and record these as policy. Identify areas for improvement (e.g., transparency of salary scales and adjustments; work/life balance).
• Develop a leadership succession plan.
• Share the results of this assessment with consultants in your community who can advise you on targeted ways forward.
Organisational Strength Map
Use this tool to identify your organisation’s strengths and explore areas for growth and development.
Chapters
Strategic Planning Toolkit
Build your strategic plan and improve your organisation’s effectiveness with these strategic planning tools and fact sheets. Not sure where to start? Check out the Starting Points page for advice tailored to your situation.
Communications Strategy Toolkit
Effective communications planning will enable you to raise your organisation’s voice on issues that matter.
Financial Sustainability Plan
Ensure that your organisation survives and thrives by strengthening its fiscal framework.
Social Media Strategy
This step-by-step tool will enable you to build an effective social media strategy and engage your online audiences.
Website Optimisation Plan
This 10-step plan will help you improve your website’s impact and usability.