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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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