4 Tips for Nonprofit HR Management
4 Tips for Nonprofit HR Management

4 Tips for Nonprofit HR Management

Employee satisfaction and retention are crucial for the success of any organization, but they’re particularly important within the non-profit sector, which is known for attracting highly committed employees and volunteers who are motivated by mission.

Nonprofit HR managers must ensure that they’re maximizing their employees’ energy and enthusiasm to keep turnover low and engagement high. Here are four tips for doing exactly that:

1. Make HR strategy part of the overall organizational strategy

Talent recruitment and retention should be measured and framed as part of over-arching organizational goals. HR managers must show how keeping a driven, skilled staff affects the bottom line in terms of both dollars saved and dollars generated. It’s also important for nonprofit HR managers to effectively integrate paid staff with volunteer labor by clarifying roles and expectations and facilitating collaboration between both groups.

2. Offer competitive salaries and benefits

Although employees might be drawn to an organization on principle, they need to be rewarded with a total benefits package that makes them feel valued. Accurate, complete job descriptions will help HR leaders develop appropriate compensation packages and will make it easier to compare an organization’s offerings to those of other similar nonprofits.

3. Ensure opportunities for learning

Employees—especially Millennials—in any sector seek and even expect the chance to develop new skills, regardless of the size of their organization. Whether through formal training via LMS systems, workshops or job shadowing and cross-training, HR should design and encourage opportunities for employees to grow beyond their current positions. This improves job satisfaction and also makes succession planning easier for future change.

4. Collect and analyze complete, accurate data

HR managers need a system that allows them to track updated information for all workers, whether full-time, part-time, paid or unpaid. Such information includes hours worked, to ensure compliance with legislation and tax regulations, as well as training, certifications, licenses and continuing education credits. This helps ensure that employees’ and volunteers’ skills are aligned with their passion for your organization’s purpose.

Learn more about how to engage employees throughout their careers at your organization. Download the whitepaper Employee Engagement: Why You Can’t Afford to Get it Wrong.

You can find out more about how Paycor can help nonprofit HR professionals more strategically and efficiently manage their employees and volunteers through our suite of solutions, including:

* A robust applicant tracking system that streamlines the hiring process and prevents you from missing out on top talent
* A human resource management application that provides tools for training administration, document archiving and employee communication through a secure portal
* An HR Support Center that includes sample documentation for performance reviews, job descriptions and numerous other useful forms
* Custom reporting that allows HR and organizational leaders to compile and analyze data quickly
* Time and attendance tools that allow you to view and change employees’ and volunteers’ schedules and generate custom reports to track hours worked

Get in touch with Paycor to learn more about how these solutions can empower your organization to focus on your mission.


Source: The NonProfit Times


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