{"id":2496,"date":"2016-12-09T10:32:33","date_gmt":"2016-12-09T10:32:33","guid":{"rendered":"http:\/\/socialchangeschool.org\/2016\/12\/editorial-ngos-i-had-a-dream-happy-professionals-in-efficient-organisations-efficacy\/"},"modified":"2024-03-18T14:20:32","modified_gmt":"2024-03-18T14:20:32","slug":"editorial-ngos-i-had-a-dream-happy-professionals-in-efficient-organisations-efficacy","status":"publish","type":"post","link":"https:\/\/www.socialchangeschool.org\/en\/09\/12\/2016\/editorial-ngos-i-had-a-dream-happy-professionals-in-efficient-organisations-efficacy\/","title":{"rendered":"EDITORIAL. NGOs- I had a dream: Happy professionals in efficient organisations"},"content":{"rendered":"

Considering just the CV and the previous experience, or investing on the potential of a person? Considering more the Hard Skills or the Soft Skills, the Competences or the Motivation? How will the technological innovation, the big data and the algorithms change (a lot) the work of the HRMs? Are we considering enough the \u2018Organisational Culture\u2019 in which people, competences, management and strategies interact? Finally, how to increase the satisfaction level and why not, the happiness of those who works in our organisations?<\/em><\/p>\n

Those are some of the questions that have emerged, with answers in some cases \u00a0healthily opposed, in the debate on the Human Resources in the NGOs, \u00a0that saw the participation of many \u2018HRMs\u2019 of the sector in the Conference Working4HRM- held in Rome on the 25th<\/sup> of November and organised by the Social Change School.<\/p>\n

I will try to sum up some of them, and offer some synthesis without simplifying them too much.<\/p>\n

CV and past experience in the role vs Potential, future, malleability. <\/strong>For some, it is strong the need of having well codified profiles such as \u2018Project Administrator\u2019- \u201cthat provide good security margins to work on the field<\/em>\u201d (Mauro Rivolta, Coopi)<\/em>, whereas others prefer to invest into less codified profiles, or junior, with a set of in progress competences: \u201cstop looking at what the person has done and look at the potential, as the sceneries change<\/em>.\u201d (Zeno Filippi, Amnesty International Italia).<\/p>\n

The risks are in the first case, to work with people that are technically skilled, but not very motivated, \u2018mercenaries\u2019 or \u2018old fashioned\u2019 and who are not interested in\u00a0adapting to mutant scenerios and stakeholders; in the second case a \u2018risky\u2019 investment. An intermediate solution, according to Mauro Rivolta (Coopi) can be to do well-done internal stages<\/strong>, with people with qualified backgrounds- \u2018basic competences\u2019, and e-learning programmes for the expatriates<\/strong>. I would also add a consideration on the set of \u2018transferable skills\u2019<\/strong> from a sector to another (e.g. for profit-non profit, or non profit- non profit), the coaching in support of the entry into the role<\/strong> of the Junior professionals, more refined recruitment<\/strong> methods<\/strong> based on \u2018out of the box\u2019 interviews, in order to have an in depth knowledge on the capacities of the applicants and reduce the error margins.<\/p>\n

Hard Skills vs Soft Skills<\/strong>; I had already talked about this theme in 1998 in my book \u2018The Non profit Manager<\/a>\u2019, and I am glad to demonstrate how the choice of the junior profiles is more oriented towards the \u2018soft\u2019 skills, and it is also getting more important in the senior profiles. In a technical profile such as the Project Manager, the lack of sensibility, capacities of listening, sharing, can be deleterious for the project\u2019s quality, and sometimes it is better a project manager with an anthropology background and who works \u2018bottom up\u2019 rather than an engineer who does the \u2018top down\u2019. According to Gianpaolo Montini (DG Peter Pan Onlus Association), \u201c we need people able to face the changes and the unexpected, able to unify, relate, optimistic about the future also in the critical moments\u201d<\/em>. I also agree with Simona Rigoni (Oxfam) when she sais that \u201cthe technical competences are raising a lot, and it is not easy to recruit and hold high level professionals<\/em>\u2019\u2019. For what concerns us, in the admission stage to the Masters of the profiles under 30 in Europe, the soft dimensions and motivation are the main concerns, above that there has to be a careful balance.<\/p>\n

Motivation vs Competences<\/strong>: According to Maria di Ricatti (LAV, yet MSF) \u201cone of the main challenges of the recruitment in the non profit, is to balance competences and motivation<\/em>\u201d, the first ones without the second one are sterile. In the medium and long term, motivation is the winning dimension, it is only with it that competences improve and transform.<\/p>\n

In the final intervention, I\u00a0allowed myself to introduce other three \u2018dichotomies\u2019:<\/p>\n

Competences vs \u2018Organisational Culture\u2019: <\/strong>c<\/strong>an we insert a skilled person but that does not fit in the internal organisational culture? For example an \u2018administrative\u2019 profile in a culture that strongly tends towards the result, or a \u201ccold\u201d manager in a participative and sensible culture? It is fundamental that each organisation explicits and shares its principles, enunciating them not as abstract values, but as behavioural models,<\/strong> in a set of concrete desirable and undesirable behaviours. Peter Druker, famous theorist of the non profit management, affirmed that \u2018Culture eats strategies for breakfast\u2019, and I would also add to the breakfast Competences and Management.<\/p>\n

\u2018Manual skills vs Technological Innovation\u201d<\/strong>: <\/strong>we will have always more possibility to slim down the candidates in the recruitment process on an algorithmic basis (with Federico Atzori, we showed some platforms, included JobandTalent<\/a>\u00a0and\u00a0\u00a0Textkernel<\/a> \u00a0), to arrive to a research on the social medias, until the point to make the old CV just a memory.\u00a0Also in the decision, we will be helped by a partial automation, here I recommend the article \u2018In Hiring Algorithms beat instinct\u2019<\/a>\u00a0on HBR-Harvard Business Review (a necessary newspaper).<\/p>\n

Same trend on the evaluation<\/strong>, today more advanced, the 360 degree feedback, can go on specialised apps, already used in other sectors where big data are used. As well to determine the salary, no more syndicates (which ones\/where?) but on ‘salary<\/a>‘\u00a0from LinkedIn, to \u2018discovering your earning potential\u2019<\/p>\n

Finally, a last proposed dichotomy, Motivation vs Satisfaction<\/strong>. Many presidents and managers in our organisations, think that there is a \u201cmotivation\u201d problem. In reality, the problem is simpler and it is the satisfaction<\/strong>, which depends on the lack of listening, excessively frustrated expectations, by having perceived strong incoherence in the organisation, uncomfortable work environment, being paid late, too many objectives. Improvable management, let\u2019s say\u2026<\/p>\n

I believe that a common dream can be \u2018happy professionals in effective organisations\u2019<\/strong>. Where the internal wellbeing, has equal dignity than the \u2018results\/external stakeholders\u2019.<\/p>\n

Why don\u2019t we work on it together? We are in.<\/p>\n

Have a look also to the Editorial 1- \u00a0What is the value of a child?,<\/a> and the interventions of the HRM colleagues on Blog4Change<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

Considering just the CV and the previous experience, or investing on the potential of a person? Considering more the Hard Skills or the Soft Skills, the Competences or the Motivation? How will the technological innovation, the big data and the algorithms change (a lot) the work of the HRMs? Are we considering enough the \u2018Organisational […]<\/p>\n","protected":false},"author":8,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[67],"tags":[273],"class_list":["post-2496","post","type-post","status-publish","format-standard","hentry","category-editorial","tag-blog"],"yoast_head":"\nEDITORIAL. 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