This paper discusses that non profit organizations need to redirect their efforts toward human resource management solutions because of poor recruitment, employee satisfaction and retention.
Written in 2005; 1,385 words; 5 sources; APA; $ 46.95
Paper Summary:
This paper explains that some important issues, which arise in non-profit human resource management, are the inability of many non-profit organizations to pay equitable wages for equitable jobs, not paying even limited benefits and the stress of budgetary fluctuations, which causes a constant environment of downsizing fear. The author points out that the funding base associated with granting is particularly troubling because many granting institutions demand that 80-100% of resources be spent on programs, leaving little if any funding for overhead, which contrary to popular belief exists in much the same manner as it would with any business. The paper reviews the problems of the YMCA the United Way, Head Start and the Goodwill Industries.
From the Paper:
"Goodwill Industries, another non-profit in the community service business, is as well known as almost any other non-profit organization. Their goal is workforce training and their answer to the difficulty in recruitment of top rated professionals has been answered by a rather controversial policy. The policy is to pay top rated professionals very large salaries to work for them. This policy is only possible because of the vast amounts of sales that Goodwill makes in its retail outlets. Many argue that the biggest problem with such policies is that it makes the organization very top heavy, where most employees, and even management level employees make minimum wage while regional directors can make in excess of 200,000 plus benefits. One example of just such a situation would seem almost abhorrent to most individuals, as the regional director for Goodwill in Oregon received a compensation package that was almost 800,000 dollars for the year 2003."
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