Hello friends,
I'm going for an interview for a position in with a Christian NGO. Do you have any interview questions/tips to share with me? Also this would be my first time working with an NGO as my background has always been in manufacturing.
Thank you. Toni
From Netherlands, Oude-tonge
I'm going for an interview for a position in with a Christian NGO. Do you have any interview questions/tips to share with me? Also this would be my first time working with an NGO as my background has always been in manufacturing.
Thank you. Toni
From Netherlands, Oude-tonge
Dear Toni_sly
Welcome to CiteHr.com !!
Do NGO's get categorized on the basis of religion ??
Or, do NGO's have religion ??
Before trying to join an NGO; you should try to find some answers.
Warm regards.
From India, Delhi
1426Welcome to CiteHr.com !!
Do NGO's get categorized on the basis of religion ??
Or, do NGO's have religion ??
Before trying to join an NGO; you should try to find some answers.
Warm regards.
From India, Delhi
Hello Raj,
These are the answers I'm trying to find from my friends at CiteHR! It is described as a 'Christian NGO' and I know it is faith based. But that isnt the main question - my question is I havent worked in an NGO before (Christian or otherwise) and I need some information about working as an HR within an NGO.
Thank you
From Netherlands, Oude-tonge
These are the answers I'm trying to find from my friends at CiteHR! It is described as a 'Christian NGO' and I know it is faith based. But that isnt the main question - my question is I havent worked in an NGO before (Christian or otherwise) and I need some information about working as an HR within an NGO.
Thank you
From Netherlands, Oude-tonge
Dear Toni
Thanks for your response and the clarification.
Well, its fine if it describes itself as "Christian NGO".
I think this is as a matter of clarity (rather than faith) and to desribe its working style and structure.
The business of "manufacturing" and 'its people' is entirely different from an "NGO and its people'; so there will be a world of difference.
However, you must take solace from the fact that you have to deal primarily with human beings; and human beings are alike universally.
Moreover, I am hopeful that our members may volunteer to help you out with more relevant tips.
Warm regards.
From India, Delhi
Thanks for your response and the clarification.
Well, its fine if it describes itself as "Christian NGO".
I think this is as a matter of clarity (rather than faith) and to desribe its working style and structure.
The business of "manufacturing" and 'its people' is entirely different from an "NGO and its people'; so there will be a world of difference.
However, you must take solace from the fact that you have to deal primarily with human beings; and human beings are alike universally.
Moreover, I am hopeful that our members may volunteer to help you out with more relevant tips.
Warm regards.
From India, Delhi
Thank you for understanding Raj. I’m still waiting for HR friends who work with or have an idea about how NGO’s work to give me some insight and tips.
From Netherlands, Oude-tonge
From Netherlands, Oude-tonge
Dear Toni
In general, the HR discipline (domain-knowledge, hands-on experience and skills) can be easily transferred from one industry to another (from manufacturing to NGOs) but with customization and alignment for any right attitude and competent HR practitioner.
However, there are still challenges experienced by HR in the NGOs that may or may not exist in the commercial world.
On the on-set, we need to understand that organizations exist to achieve different purposes. A manufacturing outfit is an assembly of different elements of machines, tools, material, people, and information to produce a physical product to meet both the commercial needs of the customers and the organization (monetary gains).
Most "Faith or Religion"-driven NGOs are designed and structured as "Operational Ready NGOs" - for development-related and relief-oriented projects. They may also be advocating religious cause (this is a very critical deciding factor for potential new joinee as like-minded individuals result in a better-fit situation that spells increased success).
Because of this fundamental difference, even a common HR discipline will be a "world of difference" (quoting Raj).
People
Raj is spot-on with his observation about "people" within "manufacturing & NGO". People in manufacturing usually are made up of lower educated employees (not being biased here) and with strict policy, procedures and fair enforcement may be easier to manage. These people are mainly motivated by money.
There are basically two groups of people within NGO – the professionals and the support staff. The professionals comes from diverse background, cultures, regions and countries; domain-expert in their own area (e.g. doctors); may be volunteers; highly committed to the aims and principles of the organization; self-serving and do not mind receiving a lower pay. How then can HR be able to create a “melting pot” to achieve a cohesive and inter-cultural organization in order to motivate these self-serving resources?
The support staff which usually comes from within the local community may like the people in manufacturing, working to earn a living (it is a known fact that NOGs’ pay are lower than commercial private sector). What then are the HR strategies (for reward, training & development, career development, etc) to recruit and retain the best talent with limited budget in NOG? (Last week, I facilitated a focus group discussion among a group of non-profit organizations (welfare homes, half-way homes, hospices and community hospitals) in Singapore, the two biggest challenges faced are recruitment and high turnover, because of the lack of reward, training & development, career development, etc).
Funding
Most NGOs are non-profit organization and funding usually comes from fundraising efforts, grants from international institutions or national governments and private donations. Total Governance & Compliance are therefore 2 key success pillars for NGOs. Policies, systems & procedures must therefore be formulated, implemented and enforced without one single lapse. Reporting in the form of documentation becomes a massive chore for the administrators.
Others
During fundraising events, the whole organization (including HR) will be involved, on top of the daily HR operations; NGO usually has a very lean structure, therefore multi-tasking cannot be avoided; Recruitment is no longer about competency, skills, knowledge, experience, etc….. Recruitment in NGO is very much driven by this element call “PASSION FROM THE HEART”…..
Regards
Autumn Jane
From Singapore, Singapore
In general, the HR discipline (domain-knowledge, hands-on experience and skills) can be easily transferred from one industry to another (from manufacturing to NGOs) but with customization and alignment for any right attitude and competent HR practitioner.
However, there are still challenges experienced by HR in the NGOs that may or may not exist in the commercial world.
On the on-set, we need to understand that organizations exist to achieve different purposes. A manufacturing outfit is an assembly of different elements of machines, tools, material, people, and information to produce a physical product to meet both the commercial needs of the customers and the organization (monetary gains).
Most "Faith or Religion"-driven NGOs are designed and structured as "Operational Ready NGOs" - for development-related and relief-oriented projects. They may also be advocating religious cause (this is a very critical deciding factor for potential new joinee as like-minded individuals result in a better-fit situation that spells increased success).
Because of this fundamental difference, even a common HR discipline will be a "world of difference" (quoting Raj).
People
Raj is spot-on with his observation about "people" within "manufacturing & NGO". People in manufacturing usually are made up of lower educated employees (not being biased here) and with strict policy, procedures and fair enforcement may be easier to manage. These people are mainly motivated by money.
There are basically two groups of people within NGO – the professionals and the support staff. The professionals comes from diverse background, cultures, regions and countries; domain-expert in their own area (e.g. doctors); may be volunteers; highly committed to the aims and principles of the organization; self-serving and do not mind receiving a lower pay. How then can HR be able to create a “melting pot” to achieve a cohesive and inter-cultural organization in order to motivate these self-serving resources?
The support staff which usually comes from within the local community may like the people in manufacturing, working to earn a living (it is a known fact that NOGs’ pay are lower than commercial private sector). What then are the HR strategies (for reward, training & development, career development, etc) to recruit and retain the best talent with limited budget in NOG? (Last week, I facilitated a focus group discussion among a group of non-profit organizations (welfare homes, half-way homes, hospices and community hospitals) in Singapore, the two biggest challenges faced are recruitment and high turnover, because of the lack of reward, training & development, career development, etc).
Funding
Most NGOs are non-profit organization and funding usually comes from fundraising efforts, grants from international institutions or national governments and private donations. Total Governance & Compliance are therefore 2 key success pillars for NGOs. Policies, systems & procedures must therefore be formulated, implemented and enforced without one single lapse. Reporting in the form of documentation becomes a massive chore for the administrators.
Others
During fundraising events, the whole organization (including HR) will be involved, on top of the daily HR operations; NGO usually has a very lean structure, therefore multi-tasking cannot be avoided; Recruitment is no longer about competency, skills, knowledge, experience, etc….. Recruitment in NGO is very much driven by this element call “PASSION FROM THE HEART”…..
Regards
Autumn Jane
From Singapore, Singapore
I have a query.....can the interview questions in a Christain NGO, Hindu NGO, Muslim NGO and Sikh NGO are the same or different??? Even I am also posting such a query for the first time and my background has always been HUMAN RESOURCES!.............rgrds
From India, Mumbai
From India, Mumbai
While I do not have practical advice on interview questions, I do see that there are two parts to the interview - job related (i.e. all things relating to HR) and personal information (which may include individual preferences, beliefs, hobby, values, etc) before a decision is made.
Regards
Autumn Jane
From Singapore, Singapore
Regards
Autumn Jane
From Singapore, Singapore
Dear Autumn Jane I thank you for your inputs. "HRM in NGOs" is an area where we do not find much literature or information by way of books, studies etc. and your inputs are invaluable. Warm regards.
From India, Delhi
From India, Delhi
Thank you so much Jane. You have been a great blessing by providing me with this indepth insight. I'll keep all this at the back of my mind when I attend the interview and I'll let you know how it goes.
Raj and all others who have assisted with your kind thoughts and ideas - a big thank you.
Toni
From Netherlands, Oude-tonge
Raj and all others who have assisted with your kind thoughts and ideas - a big thank you.
Toni
From Netherlands, Oude-tonge
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