– Sponsored Content – Digital transformation is on the minds of executives at all types of for-profit organizations, and NFPs are faced with the same critical decision on how to evolve from manual processes to a completely digital organization across all functions, including HR task like explaining the definition of a pay stub. Technological advancements […]
Does your organisation sometimes base HR decisions on emotions, instincts or politics rather than data?
Every day, reams of data are created by your organisation that could help you make better people decisions. Decisions like: Who to hire? Who to promote? How to manage great staff or struggling staff? How to build high-performing teams?
But how do you turn all that data you’ve got – whether through CVs, staff surveys, or staff pay and performance data – into actionable insights? Here’s how.
NFPs have one significant advantage over organisations when it comes to staff and volunteer satisfaction: intrinsic meaning and purpose in their work.
But that doesn’t always make pinpointing or meeting the other needs of staff much easier.
That’s where Dr Ramon Wenzel can help.
More than one quarter of Australian not-for-profit organisations aren’t tracking even basic data about their recruitment processes, according to the latest Not-For-Profit People survey. But for the other three-quarters, which metrics are the most – and least – tracked, and which are considered the most valuable?
Imagine if your organisation didn’t keep track of its financial data – what its income and expenses were? How could it possibly survive?
And yet, many NFP organisations don’t track basic data about their recruitment process. And that’s almost as bad.