Publications
Member discount
People In Aid members are entitled to a discount on publications. If you are a member, please ensure you log in to get the reduced price.
Handbooks
Building HR Capacity
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Members: £7.50 | Non-members: £10.00 |
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Recent organisational trends, such as decentralisation and devolution within HR structures, have changed the way HR professionals need to work. There is a need for HR professionals to shape organisational strategy, influence line managers and senior management teams, and lead their organisations through change
Child Protection
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Members: £7.50 | Non-members: £10.00 |
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Child Protection- The Role of HR. - This publication covers the risks and issues of child abuse in international aid and development agencies, what to put in place to facilitate having a child safe agency, and provides tools to use in recruitment and selection.
Debriefing Aid Workers and Missionaries: A Comprehensive Manual. Fifth Edition
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Members: £7.50 | Non-members: £10.00 |
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This handbook is a revised and updated version of the Effective Debriefing Manual and gives you an understanding of the impact of stress on your staff, and includes practical training in how to debrief staff. It contains extensive details on operational debriefs and exit interviews.
Develop Your People and Organisation
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Members: £7.50 | Non-members: £10.00 |
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This workbook is designed to offer a framework to assist organisations to develop staff and begins by looking at organisational development, moves through team and group development, then finishes with individual development.
Developing a Human Resources Strategy
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This handbook, written for one of the series of successful People In Aid workshops, aims to provide some guidance mainly to those organisations which are planning to develop an HR Strategy for the first time. It is aimed to help you to plan your process and to avoid some of the pitfalls along the way. For those agencies who have already got an HR strategy and are thinking about producing a further one we hope that it will help you to think through how to improve on the process that you used last time.
Health and Safety in Aid Agencies
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Members: £7.50 | Non-members: £10.00 |
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This handbook covers two key areas in health and safety, namely risk assessment and the principles of managing and implementing health and safety policies in aid organisations.
Libro de recursos sobre Gestión de Personal para el jefea inmediato
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Members: £7.50 | Non-members: £10.00 |
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Managing People Effectively at a Distance
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Members: £7.50 | Non-members: £10.00 |
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This handbook provides guidance and a reference on Managing People Effectively at a Distance. It covers, for example, developing relationships, leading virtual teams and the use of technology.
Mentoring
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Members: £7.50 | Non-members: £10.00 |
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This booklet is intended as an introduction to mentoring, allowing readers to identify some of the issues they may face organisationally, when implementing a mentoring scheme. It takes into account some of the challenges and constraints when implementing an international mentoring scheme. It will help identify the questions which would need to be asked and the areas which would need to be researched in more depth.
People Management for Line Managers
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Members: £7.50 | Non-members: £10.00 |
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The handbook focuses on development and relief sector line managers’ people-management awareness and skills, paying particular attention to line managers’ responsibilities that are shared (or may be overlapping) with the organisation’s Human Resources function.
Practical Application of Competencies in Aid Work
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Members: £7.50 | Non-members: £10.00 |
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Many organisations involved in delivering development and humanitarian responses are now using competency frameworks to underpin the performance of their staff and to have a more open dialogue about that performance. This handbook focuses on the very practical aspects of how to make those frameworks come alive for line managers and staff using them. The handbook will be especially useful for those managing and recruiting staff in international aid & development agencies.
Recruitment and retention handbook
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Members: £7.50 | Non-members: £10.00 |
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This guide has been written to accompany a workshop of the same name and provides a documentary reference to the information and themes covered in the event. It is therefore arranged under the same headings as those which were addressed during the day and in the same order.
The aim of the handbook document is to offer a starting point for discussion and learning by collecting research, good practice methodologies and case study experience on the theme of recruitment and retention. It does not aim to provide all the answers or to offer a single “best practice” solution that will work for all organisations. It is hoped that it will stimulate debate within agencies to explore and develop solutions that are appropriate to individual circumstances.
Supporting staff responding to disasters: Recruitment, briefing and on-going care. Third Edition
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Members: £7.50 | Non-members: £10.00 |
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This handbook was written by Dr Debbie Lovell-Hawker Clinical Psychologist at Oxford University , to accompany a very successful workshop on the subject. As well as topics on how to cope with aid sector trauma, it includes specific reference to the Asian tsunami and a range of practical tools.
Guidelines
Preventing Accidents - Revised Edition 2003
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Members: £5.00 | Non-members: £7.50 |
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An updated, revised and comprehensive handbook which raises awareness of ways in which accidents can be prevented.
Preventing HIV AIDS - Revised Edition 2003
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Members: £5.00 | Non-members: £7.50 |
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A revised, updated and comprehensive edition of Preventing HIV/AIDS, this handbook offers agencies background information to help them draw up their own HIV/AIDS policy.
Staff Health and Welfare
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Members: £5.00 | Non-members: £7.50 |
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These guidelines are intended to raise awareness of health care issues amongst organisations and their staff who travel internationally. In addition they guide organisations on how best to make appropriate health care available, before, during and after international assignments. They also help organisations budget realistically for all expenses related to health care.
Work Life Balance
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This publication is designed to raise awareness of Work-Life Balance issues in the aid sector and act as a resource to help agencies draw up Work-Life Balance policies
Resource Sheets
We would like to evaluate how these Resource Sheets meet your needs, and would appreciate it if you could complete the evaluation form found here and email it to info@peopleinaid.org.
Avian Flu Resource Sheet
Resource sheet listing practical resources and web links relating to Avian Flu.
Career Resources
Resource sheet listing practical resources and web links relating to a career in the aid and relief sector.
Child Protection
Resource sheet listing practical resources and web links relating to child protection.
Counselling Services Resource Sheet
This resource sheet highlights a selection of counselling service providers and support material for those involved in sourcing support for staff.
Diversity and Working in Diverse Cultures
This resource sheet is particularly relevant to those with responsibility for developing diversity strategies to respond to the issues of working within different cultures and with people of different cultures, or to those managing diversity related issues.
Governance
Resource sheet listing practical resources and web links relating to governance.
HIV / AIDs
Resource sheet listing practical resources and web links relating to HIV / AIDs.
Insurance Provision
Resource sheet listing practical resources and web links relating to providing insurance.
International Recruitment
Resource sheet listing practical resources and web links relating to recruiting internationally in the aid and relief sector.
Training Development Sources
Resource sheet listing practical resources and web links relating to training development.
Training Providers
Resource sheet listing practical resources and web links relating to finding relevant training in the aid and relief sector.
Volunteering resources
Resource sheet listing practical resources and web links relating to volunteering resources in the sector.
Information Notes
We would like to evaluate how these Information Notes meet your needs, and would appreciate it if you could complete the evaluation form found here and email it to info@peopleinaid.org.
Basic Elements in a Human Resource System
An information note outlining 25 key elements in a Human Resource System, from organisational structure to social interaction.
Basic Elements in a Human Resource System (Espanol)
Esta nota informativa ofrece una serie cuestiones y listas de control que pueden usarse como herramientas de diagnóstico para revisar y planificar los elementos básicos en un Sistema de Recursos Humanos.
Basic Elements in a Human Resource System (Francais)
Cette note d’information propose une série de liste de contrôle et de questions pouvant être utilisées comme un outil de diagnostic lors d'un examen ou de la planification des éléments de base d’un système RH.
Basic Training for NGO workers
Information note outlining basic training for workers in the NGO sector, covering the humanitarian essentials and induction.
Change Resources
How do you introduce an organisational change?
Developing Behavioural Competencies
This Information Note reports on work undertaken as result of discussion at EPN4 (2002) which attempted to articulate generic managerial competencies for HR and Programme Managers working for relief NGOs from Europe, and more recently a major piece of work conducted by People in Aid on “Behaviours which lead to effective performance in humanitarian response” (2007).
E-mail Management Guide
7 tips on how to manage your e-mail more efficiently.
Effective Debriefing
Information sheet on issues to consider regarding debriefing. Includes a ten step guide to routine personal debriefing.
Emergency Response Rosters
An information note providing comprehensive details on emergency response rosters, covering the advantages; pitfalls and various considerations.
Enhancing Staff Security
Information note providing details relating to staff security at various levels including, organisational, field and individual. Includes an outline of staff vulnerabilities.
FAQs for Managers - Communicating in Times of Uncertainty and Economic Volatility
CARE staff are facing uncertainty and upheavalbecause of the overall economic environment, the impact of the economic downturn on families and concern about CAREs financial picture. Managers have an important role in helping staff navigate these uncertain times. These FAQs will help you communicate with your staff.
Learning Methodologies
Information note on types of learning styles and methodologies.
Learning Styles
Information regarding Learning Styles which is an overarching term covering a spectrum of modalities, preferences and strategies by which individual absorb, process and respond to situations and input resulting in learning.
Managing Up: Creating a Working Relationship With Your Boss
An Information Note outlining how to manage relationships with those working above you.
Personnel Management in Iraq
This information note looks at how organizations have cultivated stable, effective and contented staffs in a difficult programming environment.
References
This Information Note has been developed to assist those with responsibility for obtaining or providing pre-employment references.
Staff Care Manual for East Africa
This Manual Template is part of a People In Aid and Inter-Agency Working Group initiative, whereby agencies share their knowledge and experience of a particular issue in order to increase the quality of people management generally within the sector.
Staff Vulnerabilities
This information note looks at the vulnerabilities of staff concerning areas such as Age/previous work experience, Race, Religion, Gender, Nationality, Status/position, Language and communication skills and ethnicity.
Succession Planning
The information note looks at the background and approaches to succession planning, fairness and equity and business benefits.
The role and impact of governance on HR
This information note sets out the responsibilities of such a body in regard to people management, offers insights from HR (human resource) professionals on the role of such bodies in HR and suggests some tools and references Trustees can use to ensure their organisations are as effective as is possible in the area they all share in common: the management of people.
Training and Development
Information sheet outlining the evaluation of training and development and the training and development cycle.
The Code
English version
Revised Code of Good Practice in the management and support of aid personnel - Launched September 2003
French version (Code de Bonne Pratique)
A translation of the People In Aid Code of Good Practice, in French.
This was requested and sent by email on 8/9/2000.
German version
The Code of Good Practice translated into German.
Making a difference - Evaluating the impact of the People In Aid Code
People In Aid’s vision is of a world in which organisations work effectively to overcome
poverty. This research therefore sought to understand the extent of People In Aid’s
impact through the Code of Good Practice i.e. has it enhanced organisational
effectiveness and/or increased the impact of programmes, directly or indirectly, and if so,
“in what ways and by what measures.”
The research essentially explores three questions:
• How have People In Aid, and specifically the Code, made a difference?
• To whom?
• What are NGOs saying will help them still further?
Spanish version (Código de Buenas Prácticas)
A translation of the People In Aid Code of Good Practice, in Spanish
General Publications
Behaviours which lead to effective performance in humanitarian response
This report cover the use and effectiveness of competency frameworks within the humanitarian sector. The research was undertaken in February and March 2007, and draws on the experience and insights of a wide range of stakeholders including the Red Cross, Care International, CRS, the IRC, Mercy Corps, Oxfam, Save the Children and World Vision International, as well as HAP International, Bioforce and ALNAP.
The report identifies 8 common competency areas consistently applied to humanitarian roles, highlights practical tools and suggests ways in which the use of competency frameworks can be grounded within organisations.
Ahead of The Field
In 1997, 12 agencies began a three-year pilot of the People In Aid Code of Best Practice in the Management and Support of Aid Personnel. Ahead of the Field reports on the experiences of these agencies over the period to 2000.
Bio-chemical Warfare
As the topic of bio-chemical warfare is increasingly relevant, People In Aid has collated a list, from a variety of sources, of references to available resources and information.
Comprendre les Ressources Humaines dans le Secteur Humanitaire
Il décrit lapproche du secteur humanitaire sur le plan des Ressources Humaines et les facteurs pouvant avoir une incidence sur son efficacité et son potentiel.
Depleted Uranium
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Protection of Aid Workers from Depleted Uranium and other hazards in Kosovo
Enhancing Quality in HR Management in the Humanitarian Sector
This handbook responds directly to a survey of agencies which highlighted the current HR priorities being addressed by ECHO partners. It highlights major issues under 3 key themes, recruitment and selection, employment and management and retention and career development.
Entender los RH en el sector humanitario
Describe cómo se plantean los RH en el sector humanitario y los factores que afectan a la eficiencia y al potencial.
Heart of Humanitarian Relief
A report from a one day symposium, Heart of Humanitarian Relief: Managing and supporting people effectively in a challenging global context.
The event was run jointly by People In Aid and The Headington Institute in Baltimore USA, November 2007.
Human Face of Aid
The purpose of this study was to describe the number of people employed by UK aid agencies in the UK and developing countries and to present a picture of the professions of expatriate staff.
Mejorar la Calidad de la Gestión de RH en el sector Humanitario
Este manual describe y analiza las cuestiones y desafíos que afectan a las agencias, y cómo las agencias responden a ellos. A través de sus experiencias y mediante la presentación de estudios monográficos, su objetivo es proporcionar información a los profesionales sobre métodos para tratar cuestiones y problemas; además de sugerencias sobre recursos que permitan acceder a conocimientos expertos, información y ejemplos de buenas prácticas.
Performance Management
A report, commissioned by People In Aid on behalf of EPN on Performance Management.
Recruter et fidéliser le personnel humanitaire
Les problèmes de recrutement et de fidélisation semblent parfois aussi anciens que le secteur humanitaire. Ils sont à la base de la création de l'association People In Aid en 1994, en réponse au constat de l'impact d'une moindre qualité des ressources humaines sur l'efficacité des programmes d'aide.
Depuis de nombreuses agences ont pu échanger sur ces aspects, favoriser une prise de conscience en leur sein et apporter des réponses variées à ces problèmes.
Cependant l'accroissement des besoins humanitaires conjugué aux tendances démographiques dans les pays du Nord, entraînant une rarification de la main d'oeuvre qualifiée, risquent de renforcer l'acuité des enjeux. L'engouement pour le secteur semble soutenu auprès des nouveaux entrants, comme en témoigne notamment en France l'explosion de l'offre de formation supérieure dans le domaine, et les problèmes de recrutement se situent surtout sur les profils expérimentés.
Ce guide tire les leçons des études conduites notamment parmi les membres de People In Aid et du Groupe de Travail Inter-Agences (GTIA), avec pour objectifs:
- d'analyser les raisons des difficultés de recrutement du secteur et d'un turnover souvent élevé;
- d'identifier les facteurs permettant aux employeurs du secteur de mieux acquérir et cultiver les compétences et l'implication dont ils ont besoin dans leurs équipes;
- de présenter des pratiques innovantes mises en place par différents acteurs pour répondre à ces problèmes.
Résoudre les problèmes de qualité de gestion du personnel
Il analyse les problématiques identifiées par les agences et les dirige vers des documents, des instruments et des pratiques exemplaires dans ce domaine
Team Management Workbook
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Compiled to accompany the People In Aid workshop on Team Management, this workbook covers topics such as:
- leaders and managers
- managing teams
- effective communications
- cross-cultural sensitivity
- decision making
It is a useful resource for organisations committed to improving how well their teams are managed.
Trends in executive compensation in the UK voluntary sector
The focus of this research – executive compensation in the UK voluntary sector – is a critical and timely issue, with broad relevance, even outside the UK. In our experience, which is global, the findings of the research should be of value equally to non-profit organizations working from North America, other parts of Europe, and Asia.
Understanding HR in the Humanitarian Sector
A Baseline for Enhancing Quality in Managament.
Policy Guidelines and Templates
We would like to evaluate how these Policy Guidelines and Templates meet your needs, and would appreciate it if you could complete the evaluation form found here and email it to info@peopleinaid.org.
Codes of Conduct
Aid and development work is as much about how assistance is delivered as it is about the type of assistance provided. The personal and organisational behaviour of humanitarian personnel has a direct and often significant impact on the success of humanitarian efforts. That is why developing a “code of conduct” has become increasingly important for the continuation of our roles, protection of our staff, and why this is such an important issue for those of us involved in management.
Critical Illness
All organisations have a responsibility towards the health and well-being of their staff and should have effective policies which will support them should the need arise. For staff who experience serious and/or long term illness, such policies need to be sensitive in the way they balance the needs of such individuals with the needs of the organisation; for example, in terms of continuous service provision. International agencies must also cope with the added complexities of staff working abroad, often in difficult environments.
Induction, Briefing, Handovers Guidelines
This document is part of a People In Aid initiative whereby agencies share their knowledge and experience of a particular issue in order to increase the quality of people management generally within the sector. For those agencies which have no established policy we hope the document both prompts and assists you. For those agencies which already have a policy, perhaps the document will encourage a re-think in one or two areas, or a complete revision.
The following notes are not intended to give you an ‘off the shelf’ policy which you can immediately use within your own organisation.They do, however, offer you the thinking and experiences of other agencies in our sector and prompt you to assess how your own organisation, with its unique mission, values and resources, can best respond to your organisational and staff needs in this important policy area.
Learning, Training and Development
Effective delivery of organisational objectives is contingent upon staff having the right skills and experience in the short, medium and longer term. As labour markets get ever tighter, well targeted and focused opportunities for staff learning and development therefore, not only ensure high quality programme delivery today, but are a key strand in any organisational strategy to ensure continued development and desired impact going forward. Good quality professional development opportunities linked to career planning are one of the most valued elements of your employment proposition by staff and organisations which neglect this area risk experiencing unnecessarily high rates of staff turnover. Organisations that have an effective learning and development strategy and policy stand a far better chance of enjoying a continued supply of talented and motivated people to take up the challenges of the future. Those that neglect the effective learning and development of their staff through an appropriately thought through policy, however tight budgets may be, do so at their peril.
Performance Management
Performance management and development is, perhaps, the one truly cross-cutting area of people management that interweaves the various policies and practices used by an organisation with delivery of the organisation’s goals. On one level it can focus on trying to measure and quantify contribution and development needs, on another it is the articulation of the less tangible but arguably more impactful area of the quality of the relationship and resulting conversations between individuals and their manager(s) and the impact that this has on individual, team and organisational performance.
Recruitment and Selection
The ability to attract and select the best people for the work that needs to be done is critical to the overall success of all organisations and no more so than in the International Non Governmental Sector (INGO). Recruitment and selection is governed by legal compliance frameworks in most locations that aim to protect against discrimination and unfair treatment. But designing a high quality recruitment and selection process that meets the needs of the organisation involves more than simply legal compliance. It is about understanding the business needs and how the resourcing strategy can meet these. Then it is about being creative and innovative in order to present an attractive employment proposition to a broad yet relevant target market and develop assessment and selection techniques that will maximise opportunities for success in finding the best fit between new recruit, their job and their working environment in the short and longer term.
Rest and Relaxation
For relief and development personnel, stressful working environments and difficult living conditions are often a normal part of their daily lives. That is why ‘Rest and Relaxation’ – the opportunity to ‘get away from it all’- is so important for the continued health and well being of our staff, and why this is such an important issue for those of us involved in management.
Reward Strategy and Policy
Historically, many INGOs have viewed reward in terms of pay policy and its administration. They have therefore focused their reward policy activity on the mechanics of pay and benefits. Whilst this is without doubt very important, the concept of total reward which takes a more holistic approach to the total employment proposition (i.e. pay and benefits, learning and development, career progression etc) is steadily gaining currency, within the sector. By taking a more strategic and integrated approach to the reward question organisations can ensure that the system they design supports staff to help deliver the strategy and embodies the values of the organisation by rewarding what is seen as important, therefore playing a more active part in delivering organisational success.
Safety and Security
For aid and development personnel, working environments are often extremely dangerous. Front emergency relief locations have very clear security risks but it has been shown that long-term development programmes are virtually as risky for both international and national staff. That is why “Safety and Security” is so important for the continued protection of all our staff, and why this is such an important issue for those of us involved in management.
Whistleblowing
For those of us involved in the management of staff, the implementation of a whistleblowing policy should be welcomed as an opportunity to encourage staff to play their part in improving the overall effectiveness and success of the organisation. By creating an atmosphere of openness and trust, good employers can ensure that their organisation as a whole is interested in eradicating unethical and illegal practices which previously may have been going on unnoticed.
Documents
Better ways to find Humanitarian employment
More people are becoming employed by aid agencies as the frequency and complexity of emergency situations increase. Post-disaster development also requires international workers who are expert and experienced in relief, rehabilitation and reconstruction processes.
This booklet is intended to help altruistic people enter humanitarian employment, and those who are already there to move on and upwards.
While government, international and national agencies employ permanent staff, the random nature of humanitarian work means, inevitably, that many employees and consultants will be on short–term contracts. However willing, some people find it difficult to enter the humanitarian field while others will have to start searching for their next post almost as soon as they begin the current one.
Burnout
This document looks at terms such as burnout, compassion fatigue, and post traumatic stress disorder (PTSD), which are all used to describe situations where individuals, through the experience of a severe single event, or a combination of long term stressful events experience a noticeable change in their psychological and physical health and well being.
Conspectus HR & Payroll Management Systems
The effort continues for HR to adopt a ‘partnership’ role within the business, acting alongside colleagues in finance and production to move their organization forward at a senior management level. To achieve this, HR has to use technology effectively to streamline its own processes and ensure employees can manage their own HR related activities. It also has to introduce talent management systems to ensure workforce recruitment and retention remain effective in a competitive market.
Consultants
A package of information relating to employing consultants, reproduced with kind permission of Tearfund
Distance Management Workshop Notes
Notes made during the People In Aid Distance Management Workshop in October 2003. Covers key issues including communicating at a distance, technological developments, dealing with issues and resources.
Employee Wellbeing Symposium report
In October 2006, more than 30 humanitarian and international development professionals gathered in London for a symposium entitled ‘Employee wellbeing’, organised by People In Aid. This report captures the sharing of knowledge, good practice and mutual support the symposium provided lived on how best to promote the physical and psycho-social wellbeing of staff in the humanitarian/development sector.
Employment Reference Guidelines for the Sector
People in Aid with the collaboration of members and EPN participants have been working together on a way to improve employment references within the sector. A set of employment reference guidelines and proforma have been created and can be used in the recruitment of all personnel.
These include some useful good practice, information on the legal issues and advice on how to improve efficiency in recruitment and referencing. A further phase to this project will be for interested members to trial the guidelines and proforma within their existing process for a set period. To find out more about taking part in this exciting pilot please contact Maduri@peopleinaid.org
Guidelines on Mental Health and Psychosocial support in Emergency settings
The Inter-agency standing committee (Iasc) Guidelines on Mental Health and Psychosocial support in Emergency settings.
These Guidelines offer essential advice on how to facilitate an integrated approach to address the most urgent mental health and psychosocial issues in emergency situations.
Health & Safety - Fire Safety Checklist
Health & Safety - Food Hygiene Checklist
Health & Safety - Kitchen Checklist
Health & Safety - Site Risk Assessment
Health & Safety - Useful Telephone Numbers
Health & Safety - Work Equipment Risk Assessment
Humanitarian Response Review - Summary/response
The Humanitarian Response Review was commissioned to assess the humanitarian response capacities of the UN, NGOs, Red Cross/Red Crescent Movement and other key humanitarian actors including the IOM, identify the gaps and make recommendations to address them. It contains many recommendations to improve current deficiencies in the system. We have digested the report for you focusing exclusively on human resources matters. Below you will find mostly direct quotes from the report, and some commentary from People In Aid.
La capacidad de respuesta a un surge en el sector de desarrollo y ayuda humanitaria -Sumario