Management Tips » Human Resources

Human resources has to do with the human elements of a nonprofit. The HR manager is in charge of implementing the rules that govern employee conduct. This is also the person an employee will turn to if they have a particular concern or complaint. Other roles of the human resources department include recruiting new employees, training current employees, organizational design, business transformation, and employee record-keeping and confidentiality. This is one of the most important positions in any nonprofit because it plays a key role in the growth of the organization.

Read more about human resources and why they are important to every nonprofit organization in the articles below.

• 6 things an employee conduct policy should do
• 5 steps to picking a new employee
• 6 realities for bosses and employees
• 8 sample interview questions
• Relevant differences are strategically meaningful
• 9 checklist items for new hires
• 5 challenges to Internet personnel checks
• 4 ideas for recruiting from outside the organization
• 6 ways of motivating with appreciation
• 4 relational skills for supporting difference
• 5 ways to manage diversity conflict
• 8 elements of employee online privacy
• 5 relationship warning signs
• 6 workforce diversity challenges
• 3 key fundraising staff retention facts
• Managing and building new future leaders
• Picking your next major gifts officer
• 6 ways to improve fundraiser retention
• A dozen pros and cons of becoming a consultant
• 7 ways to train staff online
• 10 elements of fundraising for introverts
• Don’t make oral peer review a competition
• 9 ideas for getting that next job
• Make sure your organization is resilient
• Making meditation part of your multitasking
• Layoffs abound so why is the candidate pool dry?
• 7 ways of valuing human capital
• Stress has its consequences at the office
• Staffing for community and constituent diversity
• Managing during an economic downturn
• Don’t photocopy your butt at the party
• A quiz for the new CFO
• 6 culturally sensitive areas of communication
• 4 best practices for executive rewards
• Youth service not up to what is expected
• Engaged employees simply out-perform others
• 5 benefits to acting as a group
• Recruitment and retention is not enough
• Managers need more than charisma
• Have you started a plan for succession?
• Beating back 10 career roadblocks
• Dos and don’ts when you get the interview
• Here are cornerstones to your resume
• 3 ideas for employee development and retention
• 12 pitfalls to avoid in executive compensation
• A little Q & A on job interviews
• NPT seeks the best places to work
• 6 rules for application cover letters
• Asked And Answered: Be ready for questions
• Knowing when it’s time to move on
• Recruiting from the for-profit world
• 7 questions when hiring a development officer
• A safe harbor for use of contractors
• 6 ideas for your cover letters
• 6 ideas for avoiding hiring risks
• Job hunters think of themselves as consumers
• 7 essentials to attract great employees
• 4 ideas for happy employees
• Preparing for-profit execs for the non-profit world
• Deciding who is a low potential employee
• 5 tips for following the founder
• 5 changes in employee talent
• 7 new rules for 403(b) retirement plans
• You want talent but does it want you?
• Turning to colleges to fill staffing holes
• Train and gain for ending poverty
• Planning for staff retirements
• Performance evaluation is a two way street
• Busy employees are happier
• 10 diversity issues of the future
• Understanding And Institutionalizing A Diversity Culture
• 5 things NOT to do on an interview
• Interview your organization before talking to applicants
• Avoiding age discrimination
• Layoffs abound so why is the candidate pool dry
• Top 10 job-hunting tips