HOW HRM IS CONFIGURED IN NPOS AND WHY IT MATTERS All businesses and organizations must have a strong and

cohesive philosophy if they want to be successful. This is especially important for non-profits. Think about it. Employees can be juggling twenty tasks at once; their phones are ringing off the hook, and are working long hours at various fundraising events or frantically trying to find a volunteer to replace the one who just cancelled at the last minute. They are not thinking about their big salary or year-end bonus. They may be thinking about quitting but they dont. They get up the next day and do it all over again. Why? They are committed to the cause and they see a sense of purpose in what they are doing. Human Resources issues are much more complex for non-profit organizations. In some NPOs, there may be little or no HR presence. Whose job is it to hire a new employee? How do you write a job description when one person is doing seven jobs? How does the organization determine the wage for combined roles? How can the NPO hire when funding is inconsistent? These are just some of the HR challenges that non-profit organizations face

Some Analysis questions 1. 2. 3. 4. A brief profile of the organisation What kind of work does the NPO do? Are there only volunteers or salaried employees too? In case of volunteers, a. How are they selected? b. Are they trained? c. How is the authority delegated? d. Is there a hierarchy for the volunteers too? 5. In case of salaried employees, a. Does the NPO have a formal HR department? b. What is the HR hierarchy? c. How are the HR processes of recruitment, selection, training and compensation done? d. Who decides?