“Managers are commonly ill-equipped to understand the dynamics of their compensation costs, never mind monitor and control them.”
I was struck by this statement by Chuck Csizmar in a recent post on the Compensation Cafe blog. Chuck was making a case for companies to focus on the return on investment (ROI) for employee compensation, and he went on to discuss the reasons for and consequences of managers making poor compensation decisions.
I have to agree with Chuck about managers’ abilities in this area, as this phenomenon is at the heart of a challenge I have repeatedly faced when working with nonprofit organizations to overhaul and improve their compensation practices. But, rather than ruing the fact that managers lack these skills and looking for ways improve them, I suggest that there is no real need for the vast majority of managers to develop them in the first place.
Continue reading ‘The Buck Stops Where?’
Delighted that my recent post “Human Resources Maturity and the Three P’s” on the Mission Connected Blog was included in the 4/28 Carnival of HR, which “features recent posts from the best of the HR and management blogging community”!
My new post on the Mission Connected Blog, “A Look at Nonprofit IT Staffing“, considers current factors and trends in hiring information technology professionals, and offers advice for nonprofit employers as they address their IT staffing needs.
Here’s this week’s roundup of interesting nonprofit sector jobs in and around New York City from my Twitter stream, clients, network, and other sources:
Continue reading ‘NYC Nonprofit Jobs – 4/24/10′
Much conversation and debate in the nonprofit and philanthropic communities these days revolves around how to determine which organizations are the “best”. Fortunately, there seems to be a consensus away from basing such determinations on measures such as overhead ratio and administrative expenses and towards evaluation of impact — but that’s a topic for another day and post.
Employee opinions offer another perspective on a nonprofit’s quality.
Another perspective on a nonprofit’s quality can be found in the opinions of the organization’s employees. A recent study by the NonProfit Times and Best Companies Group used such opinions as the primary basis for identifying the “50 best nonprofits to work for in 2010″.
In the study, employee’s responses to a written survey accounted for 75% of each organization’s score. The remaining 25% was based on assessment of the organization’s benefit offerings and other practices, using a proprietary methodology.
Continue reading ‘How to Be a Great Nonprofit Employer’
My new post on the Mission Connected Blog, “Development in Demand“, takes a look at the current challenges facing fundraising professionals and their employers, including the economic landscape, the profession’s changing skill requirements, and the need for organizations to make the most of their investment in development staff.
Here’s this week’s roundup of interesting nonprofit sector jobs in and around New York City from my Twitter stream, clients, network, and other sources:
In my previous post on the Mission Connected Blog, I examined the first two of three basic phases in a nonprofit organizations’ human resources maturity and their implications for the design and effectiveness of key human resources processes. My new post, “Human Resources Maturity and the Three P’s, Part 2“, examines the third and final phase and outlines some questions that nonprofit managers and human resources professionals should ask about their own organization.
This week, Washington, DC’s Black Philanthropic Alliance is hosting a blog salon on nonprofit racial diversity. One of the questions asked by the Alliance was how can donors and philanthropy help to increase racial diversity in nonprofit leadership?
I’m very pleased that the post I wrote in response, “Donors and Funders Should Help Build the Pipeline“, was selected for inclusion in the salon, and that I was able to contribute to this important conversation.
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