Nonprofit Leadership & Management: Effective HRM, Total Rewards, and Volunteer Programs - Research Paper

Introduction

In the paper, there is the presentation of the read chapters of the book entitled "Nonprofit Leadership and Management.' The sections being summarized are: 'Effective Human Resource Management: Non-profit Staffing or the future,' 'Compensation: Total Rewards Program in Non-profit Organizations,' and finally the 'Designing and Managing Volunteer Programs.' They are as brought out subsequently:

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Effective Human Resource Management: Non-Profit Staffing for the Future

The chapter focuses on the fact that the attraction, selection, as well as retaining the staff, is a crucial process being undertaken by the managers in the nowadays' human capital acquisition. There is a need for organizations to align the available opportunities with the ever-changing career paths since the incoming leaders are forecasted to be actively involved in a variety of tasks within the organization. Since the working environment is dynamic, there is the need to imbibe more inventions and data skills within the working environment. Thus, the forethinking organizations are hiring the staff with the skill sets that align with the careers being pursued, respectively. It can be understood that the designing of the recruitment process where the right employees with the correct set of skills for various tasks come with some challenges. Therefore, to solve the problem, non-profit organizations can resort to using the developed human resource techniques. Finally, it can be established that the aim of the chapter is to aid the critical stakeholders in non-profit organizations to create an effective human resources system (Renz, David, and Robert Herman, 612).

More emphasis is put on recruitment and retention since non-profit organizations deal, in most cases, with the activities that directly involve the service to the people. Thus, the right staff with the correct delivery skills are required in the process. Also, it will address the challenge of non-profit organizations of minimal focus on its internal team in most cases. Thus, it can be established that human resources concerns a system and not a set of tasks: there is an approach to the systematic human resource where the activities of people are rightly configured in the long run. For effective non-profit organizational human resource systems, there is a need to consider its fitfulness and embeddedness. It should be legally acceptable to avoid unnecessary collisions with the authorities. Human resource planning and organizational culture are crucial to forming an effective human resources system. A staffing plan should be developed in such a way as to meet the needs of the human resources of the organization. During recruitment, a candidate should be chosen based on the ability to deliver the tasks in a given assignment. The employees will then get retained through motivation (Renz et al. 621).

Compensation: Total Rewards Programs in Non-Profit Organizations

The chapter has been prepared to address the challenge faced by non-profit organizations regarding employee compensations. It has been taken lightly hence adversely affecting its day to day activities. There is a need to compensate for the best workforce based on their duty delivery, thus motivating them to deliver much better in any arising career demands. It is also aimed at appreciating the human capital of the organizations since they are quite crucial in the progression of any segment of their activities. It can be established that the paying and compensation of employees are essential to the strategy of the organization: where the employees with getting the required motivation, reason, and energy to work, aiming at achieving the overall objectives of the non-profit organization (Renz et al., 645). There is a need to carry out strategic planning in the non-profit organizations for efficient management of all of their financial, current, material, as well as human resources in the long run. Performance appraisal programs will result in the employees setting their goals and striving their best to achieve them within a given time frame. The reward policy is required for adequate remuneration and paying of services of employees with technical skills, which facilitate proficient recruitment alongside their retention. Compensations consultants aid in setting up ne benefits programs that will satisfy the employees. Job analysis is done to come up with an adequate salary system. External competitiveness should be considered for employees to get hired and retained in the process of salary determination (Renz et al., 664). As salaries are being set, internal equity should be considered to promote a productive working environment amongst the employees. In the job evaluation, the right system with regular reviews needs to be chosen for often time evaluation of jobs (Renz et al., 672).

Designing and Managing Volunteer Programs

The chapter has been developed to aid non-profit organizations to harness the contributions of numerous good wishers who are not rewarded. It is because they are quite crucial to their progression. An organized volunteer program will facilitate the effective running of the activities of non-profit organizations, such as recruiting volunteers (Renz et al., 692). A volunteer program also facilitates ad coordinates the efforts of the volunteers. In establishing the rationale for volunteer involvement, it is not wise to begin with recruiting volunteers. The work should be distributed to the paid staff, followed by the identification of the gaps which the volunteers are called upon to fill at their dispositions. In the involvement of the paid staff in the design of the volunteer program, there is a need to call for support form the chief team for establishment alongside the validity of the volunteer activities (Renz et al., 715).

When it comes to integrating the volunteer programs into the organization, the volunteer program should first be organized in such a way as to reflect the motivations alongside the requirements of the employees and volunteers. For program leadership, it requires a visible and recognized leader. The job descriptions for volunteer positions should be classified differently, even though the agencies can be having similar purposes. The nature of activities being undertaken determines the recruitment, management, and retention of volunteers. The volunteer effort is evaluated and recognized based on the level of achievement on a given assignment (Renz et al. 716).

Work Cited

Renz, David O, and Robert D. Herman. The Jossey-Bass Handbook of Nonprofit Leadership and Management. , 2016. Print.