Description
Gain a better understanding of the unique HR, payroll, and recruiting needs for nonprofit organizations.Many nonprofits operate within dynamic and nimble organizational environments. Often the amount of time and available resources can play a factor in the ability for a nonprofit organization to fully develop human resource policies, practices, systems, and tools. In addition, as employment laws and regulations are everchanging, there is an ongoing need to review policies and procedures to ensure compliance. This topic will provide practical guidance on how key HR requirements can be developed, implemented, and maintained in alignment with your organizational culture and in support of the overall mission. This material will feature case examples and provide applicable recommendations related to HR activities and the employee life cycle, including workforce planning, benefits administration and compensation, performance management, professional development, policiesprocedures, payroll, and compliance. This information will also provide recommendations for timely and costeffective options to support nonprofits with limited HR resources.
Date: 2021-07-23 Start Time: End Time:
Learning Objectives
HR Value Proposition
• Missions Are Driven by People
• Create the Right Organizational Structure to Support Strategic Priorities
• Labor Costs = Largest Expense
• Cost of HR-Related Errors Can Be Significant
Organizational Culture
• Organizational Culture Is a System of Shared Assumptions, Values, and Beliefs, Which Governs How People Behave in Organizations
• Organizational Culture Can Serve as a Source of Competitive Advantage
Workforce Planning
• Supports Strategic Planning by Defining the ‘How’
• Financial Planning
• Anticipate Market Changes and Growth
Benefit Administration and Compensation (Tied Into Culture)
• Broker Identification
• Nonprofit HR Case Study
• Benefit Enrollment System
• Compensation Philosophy (Tied to Mission and Culture)
Performance Management
• Poll to Assess: Do Attendees Feel Their Current Process Is Meaningful?
• Performance Feedback Role in Progress Monitoring and Development
Professional Development
• On-The-Job Training
• Supporting Growth and Retention
Developing Policy and Procedure
• Poll to Assess Those Who Have Current Handbooks
• Aligning Key Policies With Culture
Payroll Compliance
• Payroll Systems
Compliance
• Recordkeeping and Audits
• Definitions and Utilizations of Employee Categories
• State-Level Compliance
Other Systems and Operations (i.e., HRIS)
• Metrics
Options for Managing Without Internal HR
• Part-Time
• Outsourcing
• Project-Based
• Volunteer HR
• HR Leader on Board of Directors
How to Manage Without HR Support
HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Tamika S. Hood, MPS, CPDC, PHR, SHRM-CP-Nonprofit HR, Lisa Wright Ponce, MSHR, SPHR, SHRM-SCP, sHRBP – Nonprofit HR
