The growing importance of human resource management in the NGO, volunteer and not-for-profit sectors

This chapter examines human resource management (HRM) in organizations in the not-for-profit sector. It examines the use of HRM practices relating to recruitment, selection, training, reward, performance management, communication, and diversity in not-for profit organizations, drawing on data collected via the Cranet survey. In the light of ongoing debate about how the not-for-profit sector differs from, or is similar to, the public and private sectors, we compare the findings across sectors. Furthermore, in line with commentary about the increasing importance of HRM in this sector, we compare the data collected in 2014/15 with the findings from the 2009/10 survey. We show that many of the HRM practices used in the not-for-profit sector are similar to those used in the public and private sectors, making it difficult to identify a unique not-for-profit approach to HRM. However, we also suggest that some elements of the commonly cited values-based approach to HRM remain.

Download Full-text

Special issue on human resource management in the NGO, volunteer and not-for-profit sector

The International Journal of Human Resource Management ◽

10.1080/09585192.2014.970391 ◽

2014 ◽

Vol 25 (22) ◽

pp. 3178-3180 ◽

Cited By ~ 1

Author(s):

Timothy Bartram ◽

Russell Hoye ◽

Jillian Maria Cavanagh

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Special Issue ◽

For Profit ◽

Not For Profit

Download Full-text

Assessing the Mediating Effect of Internal Communication on Strategic Human Resource Management and Perceived Performance: An Intersectoral Comparison

Review of Public Personnel Administration ◽

10.1177/0734371x21994185 ◽

2021 ◽

pp. 0734371X2199418

Author(s):

Jiwon Suh ◽

Paul Battaglio

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Organizational Performance ◽

Human Resource ◽

Communication Channels ◽

Internal Communication ◽

Strategic Human Resource Management ◽

Mediating Effect ◽

Human Resource Managers ◽

For Profit

Using five waves of Korean Workplace Panel Survey (KWPS) data, we examine the mediating effects of internal communication channels on the relationship between strategic human resource management and organizational performance. Comparing public, nonprofit, and for-profit organizations, we demonstrate significant sector differences in communication. Our analyses show that only for-profit firms have been able to tap into the advantages of internal communication channels in an effort to improve the alignment between strategic human resource management and perceptions of organizational performance. From the findings, we suggest that public and nonprofit human resource managers may have a number of structural, cultural, and knowledge barriers to effective communication.

Download Full-text

HR-RELATED ENTREPRENEURSHIP CHALLENGES FACED BY FOOD SECTOR COMPANIES

Humanities & Social Sciences Reviews ◽

10.18510/hssr.2021.93156 ◽

2021 ◽

Vol 9 (3) ◽

pp. 1557-1565

Author(s):

Saima Gul ◽

Amna Ali ◽

Cedric Aimal Edwin ◽

Maqsod Anwar ◽

Zil-e-Huma Najeeb

Keyword(s):

Regression Analysis ◽

Grounded Theory ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Management Theory ◽

Research Approach ◽

Food Sector ◽

For Profit ◽

Management Forum

Purpose of the study: This study examines the key Human resource-related entrepreneurship challenges that the food companies face. Methodology: The research approach utilized in this study was exploratory. The sampling size consists of 200 individuals. Four hypotheses were tested based on the four core challenges being faced by HR. Each hypothesis was calculated and weighed separately utilizing regression analysis. Main Findings: The results obtained indicate that human resource management of the food sector companies needs to thoroughly plan the business so that it majorly focuses on its staff management as they are truly dependent on them for their profits and revenues. Thus, being the major drivers of success, management should invest a good amount in their training, knowledge, and learning. Applications of this study: The findings can be helpful for a manager they can focus on the management of their staff for-profit and revenues. Novelty/Originality of this study: The use of theory in this research paper is grounded theory and human resource management theory to present the findings on the human resource ground management forum.

Download Full-text

Telework

Advances in Business Information Systems and Analytics - Business Technologies in Contemporary Organizations ◽

10.4018/978-1-4666-6623-8.ch004 ◽

2015 ◽

pp. 76-95 ◽

Cited By ~ 2

Author(s):

Yvette Blount

Keyword(s):

Resource Management ◽

Service Quality ◽

Human Resource Management ◽

Human Resource ◽

Customer Service ◽

Business Case ◽

For Profit ◽

Quality Issues ◽

Using Data ◽

Flexible Work Practices

This chapter examines the technology, human resource management, and service quality issues that inhibit and/or support managers and employees in adopting sustainable telework programs using data from two Australian case studies. The Telework Conceptual Framework developed in this chapter provides guidance for government policymakers and managers in organisations (SMEs, not-for-profit, and large organisations) on the choice of technology, human resource management considerations, and service quality issues relating to the sustainable adoption of telework. A business case for telework should include the components of technology, human resource management, and service quality (customer service) that will contribute to an organisation's profitability. The contribution of telework to an organisation's competitiveness is an important prerequisite for management to embrace telework and other flexible work practices.

Download Full-text