Job Portals for Development Sector

Mr Nishant Chavan has originally shared the list of websites for employment in the Development Sector. I had added few in the list. This list gives access to job portals that would lead to a better employment scenario and less search time for exploring job opportunities.

1. Database for NGOs / Development / Social Impact Sector

2. http://www.ngobox.org/joblisting.php

3. http://www.nextbillion.net/jobsfeed.aspx

4. http://www.globalcharityjobs.com/Jobs_board

5. http://www.idealist.org/search/v2/?search_type=job 

6. http://jobs.thegiin.org/jobs

7. http://www.iimjobs.com/k/ngo-jobs-133.html

8. http://www.jobisjob.co.in/mumbai/ngo/jobs

9. http://www.jobsforgood.com/jobs.html

10. https://www.indeed.co.in/jobs?q=NGO&l=India

11. http://www.careesma.in/jobs?q=ngo&lc=India

12. http://www.devnetjobsindia.org

13. http://www.indevjobs.org/

14. http://www.karmany.org/jobs

15. https://www.devex.com/en/jobs

16. http://www.thebetterindia.com/jobs/

17. http://opportunitydesk.org/

18. http://www.sams.co.in/

19. http://www.skillfiles.com/

20. http://reliefweb.int/jobs

22. http://www.heysuccess.com/scholarships.html

24. https://netimpact.org/jobs

25. http://jobs.yourstory.com/jobs/listing

26. https://philanthropy.com/jobs

27. http://www.comminit.com/job_vacancies

28. https://www.internationaljobs.org/

29. http://www.aidboard.com/

30. http://oneworld.org/jobs

31. https://ngojobboard.org/

32. https://careers.internationalmedicalcorps.org/careers.aspx

33. http://globalhealthgateway.org.au/jobs

 34. https://www.developmentaid.org/jobs/search

 35. http://jobs.one.org/

 36. http://restlessdevelopment.org/Vacancies

 37. http://development-jobs.org/

 38. http://unjoblist.org/

 39. http://unjobs.org/

 40. https://globalnomadic.com/

 41.  https://www.glassdoor.co.in/Job/india-ngo-jobs-SRCH_IL.0,5_IN115_KE6,9.htm

 42.http://www.jobspublichealth.com/topjobs.html

 43. http://www.bsr.org/en/careers/job-openings

 45. http://jobs.justmeans.com/

 46. http://acre.com/jobs

 47. http://socialgoodjobs.org/

 48. http://commongoodcareers.force.com/careers

 49. http://ande.site-ym.com/networking/opening_search.asp

 50. http://www.headhonchos.com

51. http://www.bridgespan.org/careers-at-bridgespan.aspx

52. http://www.bridgespan.org/Nonprofit_Jobs/Search_Jobs.aspx

53. http://www.awid.org/get-involved

55. https://app.trialect.com/

56. http://www.escapethecity.org/opportunities

57. http://placementmaee.weebly.com/

58. http://us9.campaign-archive1.com/

59. https://govtify.weebly.com/home/resources-for-indian-social-enterprises-and-ngos?

60. http://usascholarships.com/category/scholarships/

61. https://hiring.accolo.com/start.htm#JSHome

62. http://www.cghr.org/opportunities/new-opportunities/

64. https://www.thoughtworks.com/careers/browse-jobs

67http://chp.tbe.taleo.net/chp02/ats/careers/searchResults.jsp?org=SOCIIMPA2&cws=1

68. http://www.aspph.org/jobs/

69. http://publichealthjobs.org/

70. http://www.globalhealthhub.org/jobs-grants-listings/

71. http://www.bdkeller.com/resources/

72. http://thepalladiumgroup.com/jobs

73. https://www.f6s.com/jobs

74. http://socialenablersjobs.org/index.php

75. https://www.impactpool.org/search

76. https://jobs.statnews.com

77. https://www.grb.uk.com/experienced-graduate-jobs

78. http://www.globalrecruitment.net/positionsavailable.html

79. https://info.lse.ac.uk/current-students/careers/resources/type-of-organisation/think-tanks

80. https://chm.tbe.taleo.net/chm04/ats/careers/jobSearch.jsp?org=DAINC&cws=1

81. http://careers.coffey.com/cw/en/listing/

82. http://www.humandynamics.org/en/work-with-us-list

83. https://www.devj.org/jobseeker/search-jobs/?_sft_country=india

84. https://www.rovingbandit.com/p/international-development-jobs.html

85. http://www.cosmopolitalians.eu/international-development-jobs

86. https://www.eadi.org/jobs-internships/

87. https://www.internationalink.net/index.php/open-positions

88. https://www.eldis.org/jobs

89. https://www.intjobs.com/jobs/development_aid

90. https://www.internationalink.net/index.php/resources

91. https://www.globalhealthjobs.com/

92. https://80000hours.org/job-board/

93. https://www.facebook.com/groups/790305567745195/

94. https://www.bamboocrowd.com/jobs/

95. https://designgigsforgood.squarespace.com/job-board

96. http://www.tembogroup.org/careers

97. https://jobboard.globalhealth.org/jobs?keywords=India&sort=score&

98. https://ssphplus.ch/en/news/jobs/

99. https://www.mcgill.ca/epi-biostat-occh/employment

Job Portals for International Development

There’s a new group of youths who are restless and constantly looking for challenging work in Non profit sector. So how can a candidate look for organizations that can utilize their skills for its benefit? I am sharing an updated list of top job sites by field and region. This post will be useful for aspiring candidates looking for a job in Non Profit, development, or humanitarian work.

1. Charityjob (UK)
2. Idealist (General + Global)
3. Impact Pool (General + Global)
4. ICT4DJobs (tech + Development)
5. SID-W (Development)
6. Humentum (Development)
7. Devex (Development)
8. GlobalJobs (Development)
9. UNJobs (Development + Humanitarian)
10. ReliefWeb (Humanitarian Assistance)
11. ALNAP (Humanitarian)
12. PCDN (Social Impact )
13. NGOJobBoard (US Nonprofit)
14. NationalNonprofits (US nonprofit)
15. NTEN (Nonprofit + Tech)
16. RezScore (Nonprofit)
17. Commongood (US Nonprofit)
18. Chronicle of Philanthropy (Nonprofit)
19. BOND (Europe)
20. Eurojobs (Europe) 
21. Third Sector Jobs (UK)
22. CharityVillage (Canada)
23. Ethical Jobs (Australia)
24. Scout Jobs (Australia)
25. Matteria (Latin America)
26. NGOJobsInAfrica (Africa) 
27. UNDP Jobs (Asia)
28. Next Billion (Global)
29. Devnetjobs (Global)

Tip: When looking for jobs and career growth opportunities in the sector, including the latest hiring trends, Warren’s top piece of advice is to “follow the money.” A donor agnecy is always more worth than a grassroot agency in professional exposure, salary and even office culture.

Also, Database for NGOs / Development / Social Impact Sector is available for those who are interested in India.

Database for NGOs / Development / Social Impact Sector.

This is a detailed landscape database of the organizations working in the NGOs/ Development/ Social Impact Sector. Organization Name Database is an essential tool if you are a:

- Development Management Professionals looking to network
- NGO Practitioners hoping for a better salary
- College Students exploring companies

You can access this database here: Firms for Development Sector Professional (Google Spreadsheet). 

The viewing access to the database comes with nominal fees of INR 100 per year. This database will help users to know the names of more than 600 companies spread across 40 domains plus additional information on Fellowships, Online Courses, and Job portals in our ecosystem. A sample screenshot is attached for preview:

* This database is in a Google spreadsheet and an immediate request will be sent to the administrator when Request Access is clicked. The next steps will be emailed to the user in 24 hours.

Information itself is big business, after all this is the age of big data. I had written before on the topic in Job Search in Rural Management Domain. Due to the limited access to information and networks, youths from Tier 2 and 3 areas struggle to get good jobs in the development sector. Youths didn't know even the names of the organizations working in the ecosystem. It is best to choose target employers where one would like to work and focus your efforts on those jobs and employers while searching for jobs. This database is delivered as solutions to bridge recruitment gaps and tap non-profits, social enterprises, and other mission-driven organizations. With over INR 50,000 Crore was spent in 4 years alone in the CSR sector and huge public welfare implementation done by Government, there is an immense chance for jobs in diverse roles.

I have a small experience in recruitment and that has got me thinking that access to information is having a detrimental effect on talent distribution in the development sector. The social sector needs democratic inclusion rather than oligarchic dominance by a few top national-level colleges and a selected network of fellows. Hence, I am sharing the database of names of organizations engaged in the social impact sector.

Business Model Canvas

New sources of funding, new actors and new technologies are quickly changing the landscape of the sector. Currently, not for profit sector is transitioning their operating and/or business models. For transitions to happen successfully, they must look at the historic perspective of why their enterprise is developed in the way that it did and at the same time look at the anticipated future trends. To go through the evolutionary change, there is need of a design thinking for analysis. Business Model Canvas is the ultimate framework for this purpose.

Business Model Canvas represents a business model or business case with nine simple building blocks, including customer segments, channels, and relationships; value proposition, key activities, resources and partners; cost structure and revenue streams. The canvas therefore combines the financial viability of a solution with its usability and feasibility. This tool helps the manager to focus on what’s driving the business and value deliverance.

Professor D V Ramana will explain the whole concept in a simple video under seven minutes for the readers.

It is developed for analyzing and developing models in the for-profit sector. Judith Sanderse did analyze the potential usage of the Business Canvas for the case of NGOs in an academic paper. We can view the changes made in the tool for non profit sector.

To sum it up, the Business Model Canvas can be utilized in various ways during the Design Thinking modes. This tool can be used from Grassroots interventionists to portfolio managers of impact investment funds on focusing on the business management, development strategies and local economy analysis. Readers may read more on the topic through the book called Business Model Generation written by from Alex Osterwalder.

HR Policy in Development Sector

Incentives, capacities, norms and professional identities of the organization are the reasons behind success or failing in branding. Brand name is also created mostly by network of ex-employees, partners and vendors. Hence, managing human capital and relationship becomes key in creating brand value. There comes the massive role of HR Manager in the mapping the environment to identify : Unique Employee Allegiance Proposition & Distinctive Competitive Advantage.

Why people switch organization? The answer to the question is same for each sector & development sector is no anomaly. Most Companies/NGOs have tendency to neither invest in the people nor provide mentors for the career guidance. This led to migration of the talented people who have quality of leadership. The mutual trust deficit leads to an organization which will be optimized to hire and keep people who merely want the next job. When organization sees people as true assets,they empower them with knowledge.

I always like the advice of Simon Sinek:When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.Massive HR problems are the dirty secret of a social sector. There is no talent crunch but mismanagement of human resource in Indian social sector. There is a good article on challenges of human resource in development sector in India.

Limitations of HR Manager in development sector:

1. Usually Indian NGOs are entirely one man show and thus giving massive issues of employee grievances to HR. The centralized decision making leaves HR quite toothless in the overall decision making process. In the board meetings of a national level NGO taking place in an AC conference hall, the focus is never on HR policies.

2. The budget and time constraint lead to HR going for the safe route for seeking the degree and relevant experience in job profile. The recruitment ends up with people who are merely good enough without probing fit of new employee into organization culture. Nobody in HR ever got fired for hiring MBA guy in India. When faced with the prospect of failure, HR seeks protection by hiding behind the brand name.

3. HR Manager in NGOs has literally no say in serious issues like gender ratio and the glass ceiling of the organization. They have maximum set targets for recruiting female front-line staff and lower management positions.

4. It's unreasonable to find someone truly talented to switch to your organization with brand name and low package only. Even with limited budget in the NGOs, an organization seldom improve quality by cutting costs, but can often cut costs by improving quality of the workforce.

5. Sometimes current employee don't understand the dynamics of a hiring, they don't understand why certain new employee have been recruited for so much money and why someone else has gone for such less. HR Manager has to unearth and address such insecurities with proper communication.

Recruitment Strategy:

1. Staffing skills and requirements have already altered rapidly in line with the growth of technology and social media but is expected to become more fluid in terms of cross-organisational collaboration with PPP mode, P2P ventures & even CSR activities. The old strategy of recruitment with lowest bidder will always be misleading in case of innovative projects.

2. A good recruiter scout first for competent person with potential and then for professionals. That comes with the experience and people management. Scratchy knowledge of the sector and human behaviour can lead to poor people choice in filtering process.

Whenever a good manager recruits, the single question to be looked:“Is this person likely to replace me one day?” And if the answer is yes, that’s the sort of person an organization want. Further, the top management has to do everything possible to make sure such careers flourish and vision of organization is fulfilled by new recruit.

3. There's a great danger when it's all about process - students getting into the MBA, then smoothly into the high profile job. Sometimes what's important is to get the late developer, or the guy who's just missed out or has taken unconventional path. The guys who've gone out the profession due to personal reasons and are desperate to get back in - they just want to devote the skills. They're there for all the right reasons. The brownie point for HR, they don't even talk about money sometimes.

Retention Techniques:The tough part is retention of employees. Best place to work organization always ensure this parameter to be one of pillars in building organization

1. A Harvard study suggests that the key to sustaining loyalty in employees is making sure they get to do the things that are most important to them outside of work. The regular one to one communication with all, flexibility in hours, non monetary rewards, appreciation from top management matters most for an employee.

2. It's unreasonable to expect that you'll develop amazing people when you don't give them room to change, grow and fail. It takes a very self assured person to compliment talent of others. An insecure top management scavenges on the failure of new recruits and create negative environment in the organization.

3. Leadership that grooms only frugal, non-confrontational and smooth-tongue employee will always have succession problems. HR job is to ensure diversity in the management and as well as workforce. Talent management is not about social standing in organization but inspiring employees to on own strength and performance. Sharp analysis and straight talk promotes reform in the all type of organization. Hence, a culture of praise closes the feedback loop for HR only and best of talent slips away to other firm discreetly.

It's a tricky work being HR in the development sector as criticizing the organisation is very easy but correcting the course without any support from top is much difficult. HR ends up either looking after employees or an organization in long term. The latter is the majority phenomena. It’s a nice idea to change a system from inside. It just happens to be untrue with time. An established structure will change one before one can change it. Accomplishing all three objectives – quality, quantity, and cost efficiency – simultaneously is difficult, and the likelihood of compromise is great.

In the figment of public imagination, development sector is staffed entirely by self-sacrificing and below market standard worker bees. I would term worker bees as "Development Mujahideen" who have given any decent wages and working in remote location for universal betterment. It is still assumed that social work is a sector for people who could not do anything else in life. And that the sole aim of good students is to become rich for personal gains. There is a lot of suppressed frustration in the professional of this sector. I had once urged my friend,Manu Bansal to ventilate the frustration through words and please read the personal anguish in blog post with a pint of beer.

The Dark World of NGOs

Do you know that only about 10 per cent of the over 22 lakh NGOs file their annual income and expenditure statements with the authorities ? As per given Source- A total of Rs 13,051 crore foreign contribution was received by 17,616 NGOs in the country in 2013-14, Rs 11,527 crore by 20,497 NGOs in 2012-2013 and Rs 11,558 crore by 22,747 NGOs in 2011-2012. Also quoting another Source- The main change is that all NGOs will have to make public each foreign contribution received by them within a week of the receipt, on their official website or a website prescribed by the government.

Foreign Contribution Regulation Act (FCRA)is a regulatory tool that enables monitoring and control of foreign funding. It will be better to know about pros and cons of this tool before going in this debate. PMO has initiated exercise to tighten monitoring over NGOs in the country. Intelligence Bureau has given inputs to "improve oversight and increase transparency" in the working of the voluntary sector in India. The crux of the IB report lies that foreign-aided NGOs are actively stalling development project.The reputation of the NGOs is on thin ice due to corruption but one must look overall problem in context of current government policies.

The paranoia of foreign hands begins with former Prime Minister Indira Gandhi, who was extremely worried of NGOs that she assumed to be puppeteered by foreign agencies. The current saga began with the offloading of Greenpeace activist Priya Pillai and blocking fund of Ford Foundation. While Greenpeace is instrumental in raising voice over Kudankulam project, Ford Foundation came on scrutiny due to funding of human rights activist Teesta Setalvad’s NGO fighting for the rights of Gujarat riot-victim. The success story of Ford’s grant making programme in India are Arvind Kejriwal, Manish Sisodia, Yogendra Yadav, Kiran Bedi and Anna Hazare. In an exceptional situation, both Modi and Left see these foundations as the capitalist interests of the west for different reasons. PRIA has removed an article advocating Ford Foundation as model for philanthropic initiatives in India while maintaining the web link at twitter.

Before demonizing either government or NGO sector, let us look into this matter with open mind. There is surely shift in ole of government aid paradigm. Government of India is funding projects only for service delivery project to NGOs. NGO-isation of India's HIV/AIDS program has widened the field of non profit organizations participation in government programmes. The success of this apparatus is connected the episodic failures in service delivery and addressing HIV-related stigma comprehensively in the present due to lack of government extension staff. Also, the rights-based approach being adopted by state governments in their various Acts has no or little merit in practical realities. There are no funds available to monitor implementation of the rights based laws. The additional nail in the coffin for protesters is lack of fund for human rights, democracy and law enforcement. No organizations in India will go on the wrong side of state by giving funds to protesters (problem groups). This has led to the dependency on funds from foreign donors.

In 2014, the UN Special Rapporteur on the Rights to Freedom of Peaceful Assembly and of Association, Maina Kiai highlighted three general principles to protect civil space. The ability to seek, receive and spend money is one of them. Current government can't criminalize dissent but they are cleverly having a crackdown on foreign-funded dissent. Current laws fail to define anti national & political activities leading to mishandling of the protesters. And a thumb rule about power in India is that whenever interpretation of regulation is left completely up to the imagination of the state without any establishment of independent institution, the net result is nearly always discretionary and prohibitive.The roots of democracy lie not in the government but in social relations and freedom of speech. The means of protest in the state shows us the real power of citizens and voluntary sector. One must remember words of Vinoba Bhave - "What we should aim at is the creation of people power, which is opposed to the power of violence and is different from the coercive power of state."

But the news isn't good for voluntary sector itself.It will not be an understatement that funding to voluntary sector is largely decided by bribes and political affluence. NGOs are used as siphons to route black money by corrupt entities and individuals! The voluntary sector is a den of corruption and corrupt NGOs needs to be completely weeded out.They must make full and public disclosure of their funding and expenditure. They must also be made answerable under the RTI Act. The era of accountability and transparency has to began in the voluntary sector.

The job of NGOs, whistle-blowers and the media is to keep the entire government apparatus humble and they have a universal responsibility for the protection of innocents even that means wrath of state. Corruption in any form must be curbed if we wish to become a developed society' . Robert Klitgaard, a world famous authority on corruption, famously declared that corruption is equal to monopoly plus discretion minus accountability (C=M+D-A ). Both government officials and NGOs have looted funds in the name of poor, disabled, women and minorities. It is important to handle matters of the state and voluntary sector with transparency and accountability. There are tough questions for us citizens to answer now. Do NGOs really know the interest of donors while protesting before government ? Can government go ahead with any “development project” as a rhetorical national interest without consulting all stakeholders? If any citizen disagree with govt and take to the streets, should the IB keep a tab on the concerned citizen? The debate is much recommended, even if it will raise more questions than it can probably answer.

*Please also read articles of Jay Mazoomdaar in Firstpost, Harsh Mander in Scroll & Samanth Subramanian in The Guardian dissecting the dark world of NGOs.

Livelihoods Asia Summit 2015

Livelihoods Asia Summit 2015 was being held on December 10 and 11 at New Delhi, India. The Summit sessions were around topics like skill development, impacts of climate change on livelihoods, inclusive value chains, policy innovations, and private sector partnerships among the approaches that offer a pathway out of poverty. The summit has more than hundred delegates working as sector specialists, practitioner and advocates in the livelihood sector. Panel sessions and other live events are great — especially the Q&A ranges from absurd to tricky.

There was focus on policies, programs, private players and potential in poor during the sessions. There was emphasis by panelist to think of poverty as a dynamic and multidimensional phenomenon. There are so many policy level talks on SHG and FPO but the dialogues on next generation of institution was lacking in the summit. The summit also ignored rights-based approaches to livelihood development while there is a strong body of literature exists showing the correlation between empowerment and economic productivity.

There are two school of thoughts emerging in usage of poverty alleviation fund. One views the establishment of the community institution through participation of the civil society organizations while other pitches for direct benefit transfers to the beneficiaries. Government official from Rural development ministry pointed success of universal primary education and connectivity to rural areas through PMGSY. The welcome part was an eye opening session on the impact of climate change on livelihood of ultra poor. Experts suggested that the people need risk transfers and insurance protection for livelihood recovery post disaster.

I enjoyed much of the time in the summit.  As much I got out of the conference, I know there is still more to learn and more to share. Yet, I have always wondered about these summits where every leader talks about what needs to be done! But they are the ones who should be doing it ! The underline of the summit - No one organization can eradicate hunger and reduce poverty alone, only in partnerships with a broad range of stakeholders can all of us achieve the goals.

Inclusive Finance India Summit 2015

ACCESS has hosted the Inclusive Finance India Summit from December 8th to 9th, 2015 at in New Delhi, India. The summit has gained recognition and the Inclusive Finance India Report has been quoted extensively in the Malegam Committee, and working report for the Microfinance Bill. The Summit has facilitated discourse on issues like-policy environment, data analytics in financial inclusion, mobile wallets, BC model, customer protection, impact of JAM, and innovations in the sector. I attended the summit as the delegate of ACCESS team.

The Summit began with release of the Sector report 2015 was followed by several sessions on microfinance and financial inclusion in the country. The buzz of the sessions were around Mudra bank, Payment banks, cash less economy and Small Finance Banks. Eight out of 10 Small Finance Banks which have been given in-principle nod by RBI are microfinance institution (MFIs).  Sector experts are hopeful that Small Finance Banks  fill the "missing middle" in reaching the bottom of the pyramid.

India is an interesting scenario as there is rapid updates in telecom infrastructure, IT services and progressive government spending on digital infrastructure. I was really impressed from a particular session  on use of data in digital financial services.  The main issues were  hurdles faced in data sharing and cashless transactions.  Big Data, Small Credit is a good report quoted by a speaker on the impact of the digital revolution on the emerging markets.  I was impressed with a start up company - Lenddo. They use users online social connections to build their creditworthiness and access local financial services. 

Also, one act in a stupid way while confronting a hero. I was glad to have seat next to Prof Malcolm Harper and was literally at the loss of the words required for having a meaningful dialogue. I am already looking forward to next year’s conference with the hope I can attend again. After coming home from the summit  put on by ACCESS, I am feeling renewed, and energized. 

Insight into Development Sector

A moment’s insight is sometimes worth a life’s experience. ~ Oliver Wendell Holmes

Once a gentleman gave me with incredible insight in the development sector where NGOs follows a simple rule --- "Piss Less, Spread More". This appeared cynical to some extent and sounds profane first. But people had longer career talking on development than doing it. Shows which is easier ! This conversation caused me to look at life from a whole new perspective in the development sector. NGOs are currently less concerned on quality of work and strive for better communication strategy for social media, donors & another players. Brand image of NGOs is made up on good will and less on actual impact of their work. The unfortunate irony is that all too often, rhetoric and symbolism replace logic and action in the hallowed portals of the NGO conferences.

Let us never forget that not all NGOs have been necessarily formed for altruistic reasons!

Capacity building of capacity builders

The heading of the article doesn't seems to confuse reader who are working in development sector. Its a fancy word on the training of field staff. The major component of any development project is institutional and human capacity development in the community. Training the larger development community to more effectively support community-driven efforts requires a field staff with local networking, trust and suitable skills. There are six factors to be considered while managing field staff in the development project.

1. Recruitment of LRPs - In this phase, mostly NGOs go either for references or prefer an experienced candidate. The most preferable candidate is not the most smart one from the community. Honesty, non political nature, perception in public and hard work are the traits to be seen in the recruitment phase. With some expectations the leadership is concentrated in the hands of elderly people. The style of functioning of these elderly people exhibits authoritarianism and frustrates younger generation. 25-45 is the most suitable age for the field worker as the community have a certain level of trust and sees maturity in these candidates. Conflict of Interest must be considered before hiring of any worker. The experience of person who has worked recently in fraudulent chit fund will make NGO dubious for the community. Job profile, terms of the payment, and attendance must be clarified in the interview.

2. Knowledge Transfer - Knowledge is a powerful tool. Knowledge transfer requires a detail knowledge on the name of the Project, the Implementing agency, the Funding agency, Area of operation, deliverable of the project, total projected outreach, role of field staff, organization hierarchy and a brief project note. The major hurdles in information dissemination is the language of the medium. This is a huge problem at all India level as the necessary level of English is not known to the field staff. All the training modules and IEC material must be in local language.

Trainers used custom charts, posters, pamphlets and a video for the training session. Short movie clips is the best medium for the transfer of the knowledge. Digital Green has done significant works in this area. Training session in leadership, team-building and core objectives of project require a detail article in itself. There are ways like role play, puzzle solving, group discussion & storytelling depending on the skills of the trainer for knowledge transfer in the training session. Through exposure visits also, field staff gains a lot of insights on hurdles in implementing project.

3. Data Gathering - Honest data collection is one of the rigorous task performed by field staff. Its easy to  criticize but difficult to gather data in rural India.  Hence, the continuous monitoring of processes of change, and scientific evaluation to track the progress of the project depends on the shoulders of the field staff . While going in for a survey it is always a good idea to get to take input  of the local staff as they are the one needing most clarity. Perhaps one of the most common mistakes is not to understand that the rate of collection of data in the rural area differ from an urban setting. The whole process is a lot slower as the villages are really really spread out, migration issue and the low connectivity. The scope of data which has been actually and more importantly properly collected in our villages very low.

4. Gender Issues - ‘Feminisation of development’ is a fancy phrase referring to the recent trend of seeing women as both beneficiaries and agents of change in development. There must be combination of male and female staff to provide capacity building support to the community. Effective two-way communication engage in dialogue and debate on issues ensures proper outreach.

5. Transparency & Ethics - Transparency International's website and their definition of corruption is "Corruption is the abuse of entrusted power for private gain" and it "depends on the integrity of people in a position of authority". A disgruntled field staff can go back and sow seeds of distrust in the community. Hence, transparency in decision making with community involvement is a better option rather than handling a post crisis situation. One of the instruments for achieving trust of the community is more transparency. Right to know rules & tell rules are pillars of ethical high ground for any person and institution. 

6. Incentive & Rewards - Employee motivation is a continual challenge in traditional ‘command and control' structure of NGOs. ; Maslow’s Hierarchy of Needs applies for small NGOs. All field workers aspire for recognition of work. They look for responsibility when they can either see advancement in salary or non monetary reward for good work.

7. Monitoring -  The reporting officer must  visit their operational sites, observed their activities, witness their implemented project, participate in their committee meetings and interact with numerous ordinary villagers – both beneficiaries and non-beneficiaries as well as village leaders. This community-level information will immensely effective in analyzing the implications of these organizations at the grassroots level. Not only this will give the hold of grassroots by these interactions, but also minimize chances of bogus reporting by the field staff.

Working in non profit sector doesn't give us excuse of inefficient manner. Nonprofits often have limited resources to invest in staff training on effective project management. They are also in fear of personnel who may shift to another big NGO after taking training from it. The flip side of inadequate trained staffl due to lack of funds will take toll on the community as well institution. Last of all, never pretend to know great fundas of development in front of field staff. You will have a bad time.

Of Reading and Documentation in Development Sector

In every field of endeavor, the one who reaches the pinnacle will be found to have built upon the knowledge and experience of someone who preceded him. People in development sector feel obliged to submit report to donor organization with complete focus on grants.There are suggestions from the expensive government project reports that end up just gathering dust on a shelf in India. Thousands, of reports on policy, poverty and development issues are released each year world wide. A lot of recommendations, solutions and findings are keep on piling in a PDF version. The citation of paper doesn't imply that it has been read. Even the reader looked only at downloads and citations to gauge the use of these report. The key question that comes in mind: Who will ever read them?

Even world bank is pondering over this question (Which World Bank reports are widely read ?) Recent findings suggest my fears:

The researchers contribute to their discipline's knowledge with the deep optimism of shaping decision making ability of the practitioners. However, practitioners very rarely read articles published in peer-reviewed journals. One of the ironies of development sector has been that researchers have envied practitioners and practitioners have undermined the academia. Practitioners label reports as long, boring, incomprehensible jargon and full of technical language.

Knowledge sharing takes place in many different settings—through seminars, presentations, & blogs. The slow pace and complexity of poverty, gender and development meant that the blog is more for enthusiasts and casual readers. In the eyes of detractors, such trend leads to the the art of reading the superficial books and blogs. But we must look for a long term vision and expanding the base of readers. The popular and easy will boost people's reading list, among many of whom are working with limited knowledge even with high literacy levels. These readers can gradually move towards domain oriented journals. Journals are essentials but have limited ability for the academia to engage people with all types of opinion ranging from stupid to innovative. There is an urgent need to promote new ways to increase impact and spread of the knowledge.

Why don't we see more books/films/blogs like this coming out of development? They do exist; we just have to seek them out and make them available for more than handful of readers. Practical knowledge is interdisciplinary, not confined to narrow pockets of domain. There is an open-access movement in access of journals that will allow practitioners from reading and understanding them. Through books, op-ed and blogs, there can be reach to a wider set of practitioners, journalists, citizens, students, entrepreneurs, civil society experts and other development actors. Even the most talented thinkers have to reach masses for shaping future's public debates or influencing policies. A good idea need to see the light of day. Only the eloquence and wisdom of the author's passion in writing can lead to the compelling reach of such idea for mass audience.

Still and all, most books published in the private market have few readers, most music fails to reach an audience, and most movies fail. Any popular medium of spreading knowledge like blog is no exception of this rule. However, marvelous an idea may be – cannot, on their own change very much the widespread believes. Working in isolation strongly holds back progressive causes and the effectiveness of enlightened minds and seasoned practitioners.

I have written a blog on list of books and list of movies aimed to spread basic ideas to all rather than tiny size of the intended audience. One can look for Understanding Economic Development Reading List by Chief Economic Adviser to the Government of India, Arvind Subramanian. Suggested Blogs for those who are still interested :

Organizations : World Bank, Asian Development Bank, Oxfam, CGAP , IFMR.
Academician : Illa Patnaik, Swaminomics, Ajay Shah. Tyler Cowen.
Practitioners :  Arvind Kumar, PMRDF.
Magazines : Down to Earth, India Together .

Development Sector

Salary is one of the most critical components of a human resources strategy even in development sector. It is unreal, and perhaps even unfair, to expect that a development professional is going to do good to society at a loss to himself. This path has produced few rare exceptional people, but its not a sustainable way of growth. I think job anywhere is very simple; to work with the best of our ability, and inspire younger generation to excel given standards. Compensation, Experience , Commitment and Skill set creates the Job Profile. But there is always huge gap between supply and demand in development sector. The reason is below:

Consultant Job

Let me start with a joke: I have a MBA degree and wanna be consultant in future! Does any development organization need consultant ? Yes, they do. Analyst and Consultant form a core area of jobs created in the knowledge economy. Whereas a leader can win people over in an instant due to oration and vision, an analyst can do same with the technical wizardry. But the most over-hyped and over-mocked job belongs to consultant.  Consultants are not brought on to be unbiased. They are hired to confirm a particular bias. There is a popular one line gag on consultant - "If you are not a part of the solution, there's good money to be made in prolonging the problem."

There is always a lot of conferences and consultations on ‘labour rights’ that continue to be held at five star hotels — which for one are known to underpay their employees — without a hint of irony. It may seem wrong, pragmatic, or indecisive and confused? Take your pick. A consultant must focus on collecting data and analyzing the results but always look to field for the ground movements.

Complete package of Engineering and MBA is gradually becoming a shortcut route of becoming a consultant in India. The advantages of a MBA degree isn't really only classroom learning – a degree is easily achievable and online courses available if one wants, it's hidden in network effects and networking opportunities: government, private companies, civil society, and donor agencies. Our classmates are going to form major career networks moving forward. One may say the same for most fields.  I always take words of Henry Mintzberg with bitter pill - "The trouble with ‘management’ education is that it is business education, and leaves a distorted impression of management” & “Not much will to manage, but plenty of zest for business”. ( Managers Not MBAs: A hard look at the soft practice of managing and management development)

I haven't taken MBA degree for fast tracking progress of salary, but to seek a clear relation on public policy and rural India. I want to live as decent human being who engage himself and others substantially in an inclusive development. I don't want to be limited in a AC room as consultant, waiting to speak to field staff who would have nothing but contempt in seeing a waste of financial resource as sunk cost in me. Someone once told me a mantra- "What is difficult in field training will make life easy in a consultant job." I do hope to become a better consultant one day myself.

The Volunteer

It's fine to have people working in development sector with degrees from the elite colleges. But even if they are good at statistics and analysis, they cannot be decision-makers without a grassroots experience. Problem with today’s education is that it doesn't have any relationship to the real world.Images get reinforced over time with newspaper, media and cinema. Innocent Villagers, Shrewd Businessmen, Corrupt bureaucracy and Selfish Political leaders become stereotype. Such perception breaks with each intersection and performance in the field.

Living in the village with no other business but to follow native life in the present day of social media buzz and 24*7 connectivity seems bizarre. But one sees the traditions, ceremonies and transactions over and over again. What it leaves one with temporary chaos in the beginning. In addition to fostering mutual understanding, perpetually curiosity and occasionally confused volunteer start to see the way of living of a community. A long stint of month or more can create less-domineering, nonjudgmental volunteers who are not obsessed with the pursuit of the emotional highs (and photo ops) of the altruism they put effort for. It makes volunteer adapt to the culture, to be flexible, relevant and realistic. Even the long times doesn't alter you so much as the people you meet along the way shape you.

True development cannot be heralded without market, intellectual, cultural and scholarly liberalization. The very best mainstream economists/scientists were the radical youths who questioned authority when they were students. An exposure visit can give limited understanding but volunteerism/internship grooms a different aspect of personality. Our rural side has survived without services of elite rich throughout ages. They will survive but a youth needs mixed dose of idealism, activism and academic expertise. The volunteer takes more than what it gives. Giving back can be very good for career. Most of the volunteer/interns end up as consultants in international aid and lending agencies. The opportunity cost seems high in short run but benefits individual and people around.

Some people volunteer because they want mentoring while other for the sake of different experience. Even volunteer experiences work for different people from frustrating to fascinating, depending on their goals and organization policy. Too often, volunteers are thought of as a “nice to have” rather than a “necessary” resource, and facilitating agency / NGO's apply little or no rigor to evaluate their impact. They are not paid due to budget constraint and then termed as priceless instead of unpaid . Communities can mold the young as future change agents and social entrepreneurs.

There are bigger question involved in the business of volunteerism. Is voluntarism ultimately about the fulfillment of the volunteers themselves, not necessarily what they bring to the local communities they visit ? Does an intervention of a volunteer make the cure worse than disease ? Are volunteers/interns unpaid contract labors of NGOs?  An article in Onion ( 6-Day Visit To Rural African Village Completely Changes Woman’s Facebook Profile Picture) mocks volunteers with a hard hitting sense of humor. There is also a  good article showing the narcissistic side of global volunteerism. The articles are full of sarcasm but looking on the positive side, it reminded me of a line by Professor Peter Hayes: "Live somewhere else, on the terms of the people who live there, for six months. It will change your life."

Capacity Building Venture

The word “training” is a cliched jargon used in the corporates. There is another buzz word used for this in the development sector. That word is termed as "Capacity Building" (CB) and it is an endless process. Development professionals and government believe that we have this new knowledge, and we need to teach communities how to do stuff. I have seen such special sessions focused on  inauguration, speech and a boring lecture where participants are waiting for the lunch. Most of the times, workshop had limited interaction and few important questions raised regarding project. The worse use of "CB" word doesn't stop there. It has extended into "empowerment" for poor or "sensitization" for educated government officials.

Makarand Sahasrabuddhe has aptly said: “Many a time capacity building is just a euphemism for cramming 30 people in a room for a few days and trying to kill them with power-points and flipcharts and group work (that also takes care of the ‘participation’).”

I am not saying that all capacity building exercise must be discarded. Building capacity is a slow process and learning must be judged on certain criteria. Adults usually learn new knowledge through application and experience. They don't modify the way of their work if they are being lectured as they're in a high school classroom.

This reminds me of the Hungry Man book, “If a man is hungry, don't give him a fish … organise a workshop … agree on clear objectives … don’t forget advocacy … participation … and the sustainable mainstreaming of gender.”