July 2023

Mohammad Anas Wahaj | 28 jul 2023

Self-care or wellness is an important topic for years and to have self-care policies in organizations for their employees is becoming a necessary consideration. COVID-19 also exacerbated the issue for businesses and organizations. Joseph F. Duffy, author of the book 'Being a Supervisor 1.0.', SVP of Recruitment at the nonprofit leadership search firm of Dennis C. Miller (DCM) and former president of Catholic Charities in the Diocese of Paterson (New Jersey, USA), says that in the post-pandemic scenario the organizational leaders face the challenge of 'great resignation' phenomenon that includes increased instances of employee stress and burnout, and self-care is an important thing needed. According to Mr. Duffy, 'Too often this topic has been referred to Human Resource Departments with the intent of addressing employee self-care needs by modifying employee benefits packages, offering programs/activities such as diet, smoking cessation, exercise classes, stress management etc.' Mr. Duffy suggests a more systematic approach to promoting emplyees' self-care needs and having a proper mechanism to create, maintain, manage and measure it - (1) Include self-care in every employee's job description, up to, and including the CEO. (2) Include it in every employee's annual performance review. (3) Have it as a standing agenda item for supervision meetings. (4) Have it as a standing agenda item for team meetings. (5) Develop a formal written policy and procedure on self-care, definition, statement of importance, expectations, and resources. (6) Consider having this policy and procedure require every employee to have a written self-care plan. (7) Include this self-care policy and self-care education in the new employee orientation program. (8) Include self-care in ongoing employee training offerings. (9) Include self-care opportunities in your employee benefits offerings e.g. exercise, yoga, meditation, mind-fulness classes, nutrition couseliing, smoking cessation, EAP (Employee Assistance Program) etc. Read on...

The NonProfit Times: 9 Steps Toward Staff 'Self-Care' Policies
Author: NA

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Mohammad Anas Wahaj | 28 jul 2023

Nonprofit sector's human resources departments had been facing challenges, specifically in recrruiting and retaining talent, in the COVID'19 years and after. Nonprofit HR's Annual Talent Management Priorities Survey 2023 provides insights into the concerns of social sector organizations related to human resource management. HIGHLIGHTS OF THE SURVEY FOR 2023 - 80% organizations are prioritizing talent acquisition; Top 3 recruitment priorities (66% are attracting/hiring diverse talent; 44% are strengthening employer brand to attract better talent; 50% increasing recruiting budgets); 93% are prioritizing culture and employee engagement; 73% are prioritizing performance management; 79% are prioritizing learning and development; Top 3 learning and revelopment or training efforts (Leadership - 67%; Supervisory Skills - 66%; Diversity, Equity and Inclusion - 73%); 66% are prioritizing total rewards (compensation and benefits); 61% are not prioritizing talent analytics/metrics; 70% are not prioritizing talent-focused technology; 65% have a formal talent management strategy/plan that will guide its work in 2023; Top 3 elements included in formal talent management strategy/plan (Talent acquisition like branding, recruitment, hiring, onboarding - 84%; Retention planning like culture management, employee engagement, feedback management - 84%; Learning and development like staff development, leadership development, mentoring, shadowing - 82%). Read on...

Nonprofit HR: 2023 NONPROFIT TALENT MANAGEMENT PRIORITIES SURVEY RESULTS
Author: NA

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