Management Training – Should a Donor Decide?

There’s a wide range of ideas – if not controversy — about whether it is in the realm of a funder to get involved in the day-to-day management goings on at a grantee.

While many nonprofits (and, for that matter, for-profit businesses) would benefit from some management guidance, is it something that should be required for funding?

read more

Good Interview Practices: Employers Perspective

Making a good hire depends, in part, on having positive interview experiences with your preferred candidates. Sometimes, employers underestimate the impact of a well-planned interview/interview process. Remember that outstanding leaders will remember your interview process long after you extend an offer to the candidate of choice. It makes good sense to go the extra mile to ensure that the process and the final result are commendable. That way, you will have made new professional linkages during the process and you can circle back to people whom you liked, but did not think would be right for the particular role you seek to fill.

read more

Human Resources Maturity and the Three P’s, Part 2

In part 1, I outlined a model of human resources maturity among nonprofit organizations based on the clear delineation of position, person and performance. I also examined the first two phases of this maturity including their implications for the design and the effectiveness of key human resources processes. These processes include recruitment and selection, compensation, performance management, professional development and career/succession planning.

read more
close

Enjoy this blog? Please spread the word :)

google-site-verification=xX5GSDcJLW3UEym1TfbsfpYLulmdRyqXUqFt8cbcLq8