Staff Retention in Non Profit Organizations Essay Example
Staff Retention in Non-Profit Organizations:
Reducing Turnover by Developing Successful Human Resources Management Strategies
Willa Haskins
Empire State College
Abstract
Staff turnover and retention rates are concerns for all employers, especially in the current economy (Opportunity, 2010). However, research and statistics show that the non-profit sector consistently experiences high turnover rates (Mizell, 2005). High turnover rates during economic hard times can have a serious detrimental effect on non-profit businesses. In this study, we reviewed several online articles and reports that provided us with key information about turnover in non-profit organizations. Research revealed that the average turnover rate over the last three years for all non-profits is around 16% (Bares, 2011) and though that figure is close to the total workforce average during the current economy, 37% of the non-profits that participated in the Opportunity Knocks survey reported that staff retention is a problem for their organization (Opportunity, 2010). The focus of this research was to identify the major causes of staff turnover within non-profit organizations and, with that information in hand, develop a successful strategic plan for the recruitment and retention of employees.
Staff Retention in Non-Profit Organizations:
Reducing Turnover by Developing Successful Human Resources Management Strategies
As a Human Resources professional at a local non-profit organizations, I have learned the hard way that staff retention is an issue that plagues the non-profit sector, regardless of the services provided. Excessive turnover affects the quality of services provided, increases critical incidents, and increases overtime costs of additional staffing. It is important for Human Resources professionals to understand the root causes of staff turnover in order to develop human resource management strategies that will significantly reduce turnover and its effect on the
Reducing Turnover by Developing Successful Human Resources Management Strategies
Willa Haskins
Empire State College
Abstract
Staff turnover and retention rates are concerns for all employers, especially in the current economy (Opportunity, 2010). However, research and statistics show that the non-profit sector consistently experiences high turnover rates (Mizell, 2005). High turnover rates during economic hard times can have a serious detrimental effect on non-profit businesses. In this study, we reviewed several online articles and reports that provided us with key information about turnover in non-profit organizations. Research revealed that the average turnover rate over the last three years for all non-profits is around 16% (Bares, 2011) and though that figure is close to the total workforce average during the current economy, 37% of the non-profits that participated in the Opportunity Knocks survey reported that staff retention is a problem for their organization (Opportunity, 2010). The focus of this research was to identify the major causes of staff turnover within non-profit organizations and, with that information in hand, develop a successful strategic plan for the recruitment and retention of employees.
Staff Retention in Non-Profit Organizations:
Reducing Turnover by Developing Successful Human Resources Management Strategies
As a Human Resources professional at a local non-profit organizations, I have learned the hard way that staff retention is an issue that plagues the non-profit sector, regardless of the services provided. Excessive turnover affects the quality of services provided, increases critical incidents, and increases overtime costs of additional staffing. It is important for Human Resources professionals to understand the root causes of staff turnover in order to develop human resource management strategies that will significantly reduce turnover and its effect on the