Organizational Structure and Strategic Performance Management

The aim of this proposal is to address issues regarding the workforce structure, culture, employee retention, and employee recruitment. Creating an ideal working environment where every employee feels valued is a step in the direction of employee satisfaction. Various personnel retention strategies are essential to an organization because their adoption will help improve the work done by individuals.

An organization’s workforce structure and culture must be considered when creating a proposal for nonprofit organization. The nonprofit organization in question deals with children abused by guardians or parents. Cooperation with various stakeholders, such as law enforcement officers and caseworkers, should be provided to ensure organization’s operation at full capacity. The organization would hire 40 employees who will be educated, licensed and well aware of its purpose. The workforce culture should be connected to the services that the organization provides, which means that the principles of ethics, morality, and civil and criminal would guide its operations.

Retention strategies that an organization can adopt include providing advancement opportunities among employees, ensuring peer accountability, and acknowledging employee achievements. Working in a nonprofit organization requires employees to have specific communication, organizational and conflict resolution skills. In case of high turnover, the organization will be challenged by addressing all cases of child abuse, and the quality of services may diminish, which why guaranteeing retention is crucial. During the recruitment process, the HR will to review resumes. The factors considered during recruitment include how long an applicant has stayed at a job and what they could bring to the organization (Adler, 2018).

The organization’s current employees are advised to apply for the various positions that can match their qualifications and skillsets. Education will be an essential aspect which will be encouraged within the organization to date on various technique and technology (Adler, 2018). One of the current trends in nonprofit organizations is bi-directional feedback, which allows everyone to have a voice. Also, mentorship is important because it helps employees reach their full potential while technologies are crucial for program implementation.

In conclusion, organizations should ensure that they retain their employees because it is more efficient and less costly than bringing in new staff. An organization should provide an employee satisfaction survey, which will help determine the areas of concern of which the management is not aware. Dissatisfaction is a significant concern for retaining employees, which can be attributed to poor working conditions and payment.

Reference

Adler, R. W. (2018). Organizational structure. Strategic Performance Management, 85-102. Web.

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NerdyRoo. (2022, May 20). Organizational Structure and Strategic Performance Management. Retrieved from https://nerdyroo.com/organizational-structure-and-strategic-performance-management/

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NerdyRoo. "Organizational Structure and Strategic Performance Management." May 20, 2022. https://nerdyroo.com/organizational-structure-and-strategic-performance-management/.

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NerdyRoo. 2022. "Organizational Structure and Strategic Performance Management." May 20, 2022. https://nerdyroo.com/organizational-structure-and-strategic-performance-management/.

References

NerdyRoo. (2022) 'Organizational Structure and Strategic Performance Management'. 20 May.

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