The underlying principle of effective human resource management (HRM) is to select the right people and equipping them with the right resources to perform a job that is most suited to them. The employees of an organization are its most crucial tool for success, therefore if they are mismanaged or neglected, the organization’s performance is likely to deteriorate. The main focus of human resource management for many years was businesses and for-profit organizations.
The discipline has spread to non-profit organizations due to their need to manage resources effectively, monitor staff and organizational performance, and improve the aforesaid performance (Mesch, 2010). The human resource managers of NPOs realize that the workforce is a critical instrument for the attainment of organizational goals, and therefore seeks to implement effective human resource strategies
Following the realization that HRM is a fundamental tool in NPOs, there has been significant academic research on the concept. The research examines whether the human resource management strategies that are applied in businesses are transferable to non-profit organizations, it also studies the benefits that NPOs derive from designing human resource practices that are relevant to the organization.
Studies on the topic of developing effective strategies for non-profit organizations all reveal that employees in NPOs are motivate differently from those in the commercial sector (Knies, Boselie, Gould-Williams & Vandenabeele, 2018). According to Bartram, Cavanagh and Hoye, the HRM practices that are applied in organizations can be divided into four (2017). These are; motivational, values-driven, strategic and administrative.
The research paper seeks to establish the relation between NPO performance effectiveness and the application of the right human resource strategies. The data will be achieved from studying secondary sources such as journals on this topic, and also through conducting open-ended interviews within the organization. In this interview, data will be gathered from human resource managers and the employees
These two sources will be a comprehensive source of information because the secondary data draws on data that has been gathered by various scholars, while the interview draws on the experiences and knowledge of the managers and employees. The information complements each other, thus will enable the organization understand its human resource better.
Envisioned Contribution of the Research to HRD Theory and Practice
For many years, NPOs did not have their own approach to human resource management, and as a result they did not have a HRM strategy that was specifically designed to suit their needs (Mesch, 2010). The correct application of the research findings to NPOs will have a significant positive impact on NPOs, and as a result enable them to add more value to the community. The research will facilitate more effective restructuring, design of managerial structures, program management, and system and process design.
Envisioned Impact on Community or Faith-Based Organization
The primary objective of non-profit organizations is to add value to the communities they serve. To achieve this, their employees will be their most important instruments, hence they have to make the right staffing decisions. The study will also enable human resource managers to design HR functions that are specifically tailored to match the needs of the organization. The study will also help the leadership and management of the organization identify the most effective strategies to apply to enable the organization accomplish its goals more effectively. Further research into the subject is necessary because in the contemporary fast-changing society, NPOs need HRM strategies that can effectively address the wide variety of challenges they encounter.
Following the realization that human resource management is a fundamental tool in NPOs, there has been significant academic research on the concept. The research examines whether the human resource management strategies that are applied in businesses are transferable to non-profit organizations, it also studies the benefits that NPOs derive from designing human resource practices that are relevant to the organization