Understanding Talent Management in Nonprofit Organizations
Zhai, Zhe (2014)
Laurea-ammattikorkeakoulu
2014
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201404114185
https://urn.fi/URN:NBN:fi:amk-201404114185
Tiivistelmä
Nowadays, People are giving more concerns to the non-profit organization about their accountbility, performance evaluation, impact, and also the effectiveness. Compared to profit organizations, Nonprofit Organization is facing more challenges of Talent Management in low budgets, lack of knowledge, lack of opportunities and resources. These restrictive factors are hampering the performance and effectiveness of the organization. Talent management researches in nonprofit organizations are relatively scarce, which motivate me to conduct this research.
The purpose of this research is to understand the talent management in nonprofit organization. The first objective is to identify the problem that AIESEC AALTO encountered in process of talent management. The second objective is to examine and analyze the way to encounter the problem. The third objective of this research is to Work out the plan and suggestions about how to use talent management effectively in AIESEC AALTO.
The qualitative research was conducted as a single case study for the case organization called AIESEC AALTO. The research is based on literature, previous research and my experience as a member in AIESEC AALTO. In order to get relevant information about research, the interviews are conducted with three major groups of AIESEC AALTO: people who are in talent management team, people who are in leader position and members.
The results of this research revealed that AIESEC AALTO is emphasis on its talent management. However, there are some challenges that AIESEC AALTO are facing in its talent management, which are mainly focus on the talents attraction and selection, talent retention and talent development. In the aspect of talents attraction and selection, the organization should select talents who have the same objectives with organization. In addition, it should have a clear job description to attract talents. The selection process should be flexible, realistic and strict. In regard to the talent retention, the organization have to enhance the working efficiency, and also take measures to encourage talents engage in their work and make a good environment for them. Moreover, letting talents feel satisfaction is an important way to retain talents. The reward& recognition could encourage talents as well. Developing talents is also an essential part, talents could get developed through coaching and the organization could get qualified talents to meet its talents requirements.
The main parts of talent management are interrelated and inseparable, and they affect each other. Only having a good implementation of each part, can the organization have an effective performance.
The purpose of this research is to understand the talent management in nonprofit organization. The first objective is to identify the problem that AIESEC AALTO encountered in process of talent management. The second objective is to examine and analyze the way to encounter the problem. The third objective of this research is to Work out the plan and suggestions about how to use talent management effectively in AIESEC AALTO.
The qualitative research was conducted as a single case study for the case organization called AIESEC AALTO. The research is based on literature, previous research and my experience as a member in AIESEC AALTO. In order to get relevant information about research, the interviews are conducted with three major groups of AIESEC AALTO: people who are in talent management team, people who are in leader position and members.
The results of this research revealed that AIESEC AALTO is emphasis on its talent management. However, there are some challenges that AIESEC AALTO are facing in its talent management, which are mainly focus on the talents attraction and selection, talent retention and talent development. In the aspect of talents attraction and selection, the organization should select talents who have the same objectives with organization. In addition, it should have a clear job description to attract talents. The selection process should be flexible, realistic and strict. In regard to the talent retention, the organization have to enhance the working efficiency, and also take measures to encourage talents engage in their work and make a good environment for them. Moreover, letting talents feel satisfaction is an important way to retain talents. The reward& recognition could encourage talents as well. Developing talents is also an essential part, talents could get developed through coaching and the organization could get qualified talents to meet its talents requirements.
The main parts of talent management are interrelated and inseparable, and they affect each other. Only having a good implementation of each part, can the organization have an effective performance.