My new post on the Mission Connected Blog, “Paying Attention to Turnover in the Nonprofit Sector“, takes a look at the prevalence of, causes of, and potential responses to the costly issue of employee turnover among nonprofit organizations.
Tag Archive for 'HR'
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I’m honored that my recent post “How to Be A Great Nonprofit Employer” was among the seven selected as the best nonprofit posts of the month in the April Nonprofit Blog Carnival, hosted by Jeff Brooks on his Future Fundraising Now blog.
“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”!
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’
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.
I’m thrilled that my recent post “The Power of Why” on the Mission Connected Blog was included in the 4/14 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, “Human Resources Maturity and the Three P’s, Part 1“, takes a look at the first two of three basic phases in nonprofit organizations’ human resources maturity, each of which has implications for the design and effectiveness of key human resources processes. Later this week, part 2 will examine the third and final phase, and outline some questions that nonprofit managers and human resources professionals should ask about their own organization.
In this video, nonprofit executives and board members are reminded of the risks associated with not having a formal executive compensation policy and provided with guidance as to how to strengthen their organization’s governance of executive compensation.
View the video version of this post.
A recent survey found that 73% of nonprofit organizations have a formal policy to review executive compensation. As a human resources and management consultant to nonprofits, what I found striking about this statistic is that it means 27% of organizations do not have a formal policy.
Continue reading ‘Are Your Executive Compensation Bases Covered?’
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