Non Profit Necessity Strategic Human Resources Research Paper

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Running head: Strategic Human Resources - Nonprofit Necessity Strategic Human Resources - Nonprofit Necessity 5Strategic Human Resources - Non-Profit NecessityAbstractMost physical capital does not replace the human resources of non-profit organizations. Non-profit organizations face high pressure to use their human resources efficiently to ensure they have a competitive advantage. The strategic human resources theory approach has monopolized research in many non-profit organizations where human resource practices get adjusted for organizational performance. This approach may not fully grasp the human resource practice characteristics, especially those that depend on techniques such as short-term volunteers. The paper examines the importance of strategic and comprehensive human resource practices in non-profit organizations, what they comprise, why they are necessary, and the problems encountered by not having acceptable human resource practices. The importance of recruitment, compensation, and labor relations in these organizations is high, with training being the most important in the organization’s strategy. Lack of adjustment between human resource management and strategic planning shows the need for non-profits organizations to address their human resource capacity challenges and enhance a strategy’s effectiveness.Non-profit organizations are groups whose main objective is to provide services that the public or private sector can provide. It is a group that supports the origin of public concern on a non-profit basis like in arts, education, politics, public policy, religious issues, scholarships, and the environment. The organizations help fill gaps between government supplies and social needs. The main reason for their growth is the increasing public dissatisfaction with the social welfare that the government provides. The organizations save lives; some help people and fight for human rights. They are found everywhere, with people born in non-profit hospitals or attending non-profit schools, watching sports from non-profit sports companies, and visiting their parents in non-sport nursing homes (Stalder & Adrover, 2019). These organizations typically pay attention to the organization’s survival as a complicated changing environment impacts them. High pressure from established private practices that are profitable exerts pressure on non-profit organizations to perform better and improve their strategic plans. Human resource professionals, leaders, and managers should implement strategies to manage the uncertainties and improve the opportunities for the organization’s effectiveness and help the organization attain its goals. The process of strategic planning in non-profit organizations serves as the device for the strategy for financial sustainability in an organization setting and the allocation of resources to have a competitive advantage (Chen& Huang, 2009). Non-profit organizations are independent, public, and private. They offer services that are harder to measure than profit. The monetary operator for the non-profit organizations is to maximize the output when a given budget gets presented are competitors are instead seen as comparators. The strategic and comprehensive human resource practices are necessary for non-profit organizations’ failure to use them creates problems that can significantly affect the organization’s goals and objectives.

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Non-profit organizations get defined by the absence of stock and other ownership signs that give the owners control. The human resource department’s primary function is to manage people in the organization to secure competitive advantages over other organizations. The non-profit organizations’ paramount commitment is to ensure the workers’ commitment and motivation to meet the long-term goals (Bjorklund & Ngan, 2011). The plans get achieved through communication between management and employees, employee involvement, empowerment, and training and development. There are contrasting extents…

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…their work or carry out a new project. The organization encourages volunteers To attend the courses by paying all the course costs, accommodation, and travel expenses. It does not provide standard procedures for the employees, but it ensures that they can access external courses. Those with a higher workload need a piece of more knowledge to carry out their missions (Bjorklund & Ngan, 2011). Career development is essential for employees who can advance in the organization. They can change jobs within the organization or move to different countries. Volunteers have full-time employment from non-profit organizations; therefore, making their careers in the organizations is not their primary interest. The organization faces lots of problems when the human resource practices lack a good following. These may lead to the reluctance of the human resource professionals to suggest new programs due to the organizational change of issues that may conflict with established procedures. Lack of practices leads to the lack of skills and capabilities necessary to achieve the organization’s objectives (Pynes, 2004). Most non-profit organizations are unwilling to invest their time and money in training, fearing donors’ response. The politicians’ influence on the non-profit organizations may undermine change and lead to poor performance.ConclusionStrategic planning for non-profit organizations is essential. The human resource strategy and comprehensive practices practiced helping the employees and the community in general. The employees improve their skills, attitudes, behavior to help the company meet its goals, including its productivity, quality, and customer satisfaction. The human resource professional translates the policies and practices to build the right skills, bring good behavior, and achieve the firm’s particular business strategy’s right outcomes. Creating a consistent approach helps add….....

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