Well-being of Civil Society Employees: Perspective of HR Professionals

In today's rapidly changing work environment, unexpected emergencies and evolving conditions frequently arise. This scenario creates significant responsibilities, especially for Human Resources (HR) professionals working in Non-Governmental Organizations (NGOs). In this context, the role of HR extends beyond traditional functions and has a decisive impact on employee well-being.

Non-governmental organizations are entities that aim to bring about positive change in society, often supported by volunteers and donations. Effective human resource management is crucial for the success of these organizations and usually differs from HR structures in other organizations. These differences can be attributed to various factors such as the organization's goals, structure, funding sources, and activities. Some key differences between NGOs and other organizations can be summarized under the following headings.

Purpose and Mission: NGOs typically aim to serve the community, solve social issues, or achieve a specific mission. Therefore, their HR structures can be designed to support this mission. Other organizations, such as for-profit companies or public institutions, generally focus on commercial or public goals, such as making a profit, providing a service, or operating within a specific sector.

Funding Sources: NGOs typically rely on civil society sources such as donations, grants, and aid. This can result in limited HR budgets and highlight issues of financial sustainability. Other organizations, aiming for profit, generally generate income from customers, allowing for more extensive HR budgets.

Decision-Making Processes: NGOs often have a democratic structure, with decision-making processes that are more participatory. This can involve broad participation in determining personnel policies and practices. In contrast, other organizations generally have a more hierarchical structure, with more centralized decision-making processes.

Employee Motivation: NGOs often motivate their employees by offering opportunities to create social impact. Employees may work out of a commitment to the organization's mission. Other organizations typically use commercial motivation tools such as financial incentives and career opportunities. However, it's important to note that these are general observations and differences may not apply to every organization. Each organization can shape its HR structures based on its specific conditions and values.

The Importance of Emergency HR Strategies

Unexpected emergencies such as natural disasters, political turmoil, or pandemics can significantly impact the operations of NGOs and the safety of their employees. For civil society organizations, emergency management is critical not only for the safety of their employees but also to effectively continue their missions.

Emergencies can bring unforeseen challenges to any organization. At this point, HR professionals working in NGOs should develop specific strategies to act quickly and effectively in the face of emergencies. Key factors to focus on when dealing with emergencies include assessing HR policies, establishing strategies, setting up workforce and recruitment systems, and addressing the basic needs of employees.

Researchers have indicated that strategies to cope with emergencies are effective in ensuring employee safety, strengthening communication, and meeting basic needs (Johnson et al., 2022). By focusing on these strategies, HR professionals can prepare their organizations for emergencies and protect employee well-being.

Post-Emergency HR Perspective

The post-emergency period marks a time of restructuring and recovery for organizations. Re-evaluating HR policies and establishing long-term strategies enable organizations to handle future emergencies more effectively. Key elements in the post-emergency period include re-evaluating employee positioning, providing psychosocial support, strengthening employee coordination activities, and focusing on training and development.

Researchers have noted that an effective HR strategy in the post-emergency period allows the organization to adapt to rapidly changing needs (Miller & Davis, 2021). In this context, HR professionals in NGOs should focus on strategies that will strengthen their organizations and maintain employee well-being in the post-emergency period.

Revising Human Resources Policies

Emergencies necessitate the rapid review and revision of HR policies. During this process, it is important to quickly adapt elements such as flexible working arrangements, remote work policies, and health and safety measures. Studies have shown that organizations that update their HR policies in the post-emergency period increase employee satisfaction and commitment (Clark & Lewis, 2020). Therefore, HR professionals should develop policies suitable for the post-emergency period and keep these policies continuously updated.

Activities to Strengthen Employee Coordination

Emergencies can complicate team coordination and impact communication among employees. HR professionals should develop effective activities to strengthen employee coordination. Practices such as team-building activities, crisis scenario training, and regular communication meetings can help employees communicate better and work together more effectively (Williams & Anderson, 2023).

Rest Leave and Flexible Working Hours

Emergencies can increase stress levels among employees, affecting their job performance. HR professionals can provide more support to employees by implementing practices such as rest leaves and flexible working hours. Research shows that rest leaves and flexible working hours increase employee satisfaction and motivation (Smith & Brown, 2022). Therefore, incorporating such flexibilities into HR strategies can play a crucial role in helping employees cope with emergencies.

Training and Development

In the post-emergency period, organizations and employees may need new skills. The HR department should review training and development programs to strengthen employees' skills to cope with future emergencies. Research shows that continuous training and development increase employee motivation and job performance (Brown & Smith, 2021). In this context, HR professionals should create training and development strategies to fortify their organizations against future emergencies.

Employee Well-being

Employee well-being is a crucial focus to minimize the impacts of emergencies. HR professionals should develop specific well-being strategies and guidelines to address employees' psychological and emotional needs. Tools such as psychosocial support programs, counseling services, and crisis communication protocols can help employees cope with emergencies (Adams & Turner, 2023). These strategies contribute to rebuilding the organization on a stronger foundation in the post-emergency period.

For HR professionals, employee well-being is a key factor in the organization's success. Ensuring that employees feel good not only boosts their morale and motivation but also positively affects their performance and productivity. Therefore, HR specialists should develop strategies to maintain employees' mental, emotional, and physical health. These strategies should include elements such as talent management, stress management, employee diversity and inclusion, turnover rates, and corporate culture (Robinson et al., 2019). As employee well-being increases, the likelihood of organizations being more sustainable and successful also rises.

Additionally, employees in NGOs often work in crisis areas, during natural disasters, or with communities in difficult situations. The traumatic events they experience during these processes can be a source of secondary trauma, not only for the individuals they help but also for themselves. Secondary trauma is a type of trauma that a person develops by being exposed to others' traumatic experiences, even if they did not directly experience the events themselves. This can manifest as emotional exhaustion, depression, and anxiety.

Strategies for Coping with Secondary Traumas:

A. Professional Support

NGO workers should be provided with professional support to cope with secondary traumas. Expert psychologists or counselors can offer support tailored to these individuals' emotional needs.

B. Training and Awareness

Employees should receive training to reduce the risk of secondary trauma and cope with it effectively. Additionally, programs designed to raise awareness about this issue can support the emotional health of employees.

C. Team Support System

Non-governmental organizations should establish a strong support network among their employees. Shared experiences and emotional support can help in dealing with the effects of secondary traumas.

Global Trends

As organizations aiming to create social impact, civil society organizations continuously review and update their HR strategies to adapt to evolving global conditions and technological changes. Focusing on trends such as flexible working models, technological advancements, diversity and inclusion, talent development, and sustainable HR policies can form the foundation of a successful HR strategy for NGOs.

Flexible Working Models

NGOs should be able to swiftly transition to flexible working arrangements in response to emergencies. HR departments promote flexible working models such as remote work, flexible working hours, and project-based employment to expand their talent pool.

Technological Advancements and Digital Talent Management

NGOs are advancing towards greater effectiveness and efficiency by leveraging technological advancements. Digital talent management systems help optimize HR processes such as personnel management, training, and performance evaluations.

Diversity and Inclusion

Diversity and inclusion have become integral parts of HR strategies in NGOs. Creating a diverse workforce brings together different perspectives, enabling the organization to find more effective solutions.

Talent Development and Training Programs

NGOs emphasize talent development and training programs to continuously enhance their employees' skill sets. These programs aim to support both individual career development and the achievement of organizational goals.

Sustainable HR Policies

Non-governmental organizations assume societal leadership roles in sustainability. HR departments develop sustainable HR policies that encompass environmental and social responsibilities, ensuring that both employees and the organization contribute to sustainability goals.

In conclusion, HR has the potential to play a key role in protecting, enhancing, and achieving sustainable success for an organization's most valuable assets—its employees. To succeed in the dynamic work environment of the future, HR professionals must develop strategies filled with flexibility, adaptation, and innovation. This way, organizations can cope with emergencies and changing work environments, support their employees, and achieve sustainable success.

Information: The visual used in this blog post was created using artificial intelligence. The visual for the blog post was generated using Canva AI working with DALL-E.

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