Summary
In any business setting, HR issues, and especially the needs of employees, represent one of the foundational factors in selecting the corporate strategy and allocating the available resources. However, in nonprofit organizations, addressing the needs of staff members and recognizing the legitimacy of their concerns and requirements also represents a major part of functioning (Craigie & Hill, 2013). The core concerns to be incorporated into the analysis include salary-related issues, possible discrimination or other types of profiling, and termination issues. Specifically, nonprofit companies must ensure that staff members are placed in a workplace setting where they do not have to confront discriminatory attitudes and where they are provided with appropriate benefits. Overall, to avoid situations in which a nonprofit organization may face a lawsuit from a discontent employee, an HRE manager should consider introducing sound HR policies, updating the employee handbook regularly, and promoting caring relationships with employees.
Opinion
The importance of HR issues in nonprofit organizations represents an understandable concern, which raises the question of how the needs of two main stakeholders, namely, the vulnerable target group and the staff members, can be coordinated. To ensure that employees’ needs are met accordingly, a nonprofit entity must allocate its resources particularly carefully so that employees can be provided with the required benefits, as well as additional opportunities for professional growth. The latter may include cross-cultural and cross-disciplinary collaboration, the development of new skills and competencies, and the building of new knowledge that will guide the employees’ further career development. In addition, an appropriate leadership framework, preferably a combination of the Transformational, Situational, and Servant Leadership styles, should be integrated. The suggested frameworks for leading the team will ensure that staff members are provided with a powerful impetus for professional growth and develop a strong sense of belonging in the organization. As a result, an increase in employee engagement is expected.
Reference
Craigie, A., & Hill, R. T. (2013). Don’t skip the boring part: Nonprofits can’t afford to ignore HR issues. Society for Nonprofits.