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Implementing an employee performance management system in a nonprofit organization
Author(s) -
Becker Karen,
Antuar Nicholas,
Everett Cherie
Publication year - 2011
Publication title -
nonprofit management and leadership
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.844
H-Index - 54
eISSN - 1542-7854
pISSN - 1048-6682
DOI - 10.1002/nml.20024
Subject(s) - business , human resource management , context (archaeology) , turnover , employee motivation , competition (biology) , performance management , nonprofit organization , public relations , human resources , staff management , reward system , marketing , knowledge management , management , psychology , economics , political science , computer science , paleontology , ecology , psychotherapist , biology
Nonprofit organizations are not exempt from the imperatives of employee attraction, retention, and motivation. As competition for staff, donors, and funding increases, the need to manage employee performance will continue to be a critical human resource management issue. This article outlines a study of the introduction of a performance management system in an Australian nonprofit organization and analyzes its design and implementation. It explores how performance management can be introduced and used effectively within a nonprofit environment to benefit staff and the organization. However, the use of performance management is not without its challenges, and the research also identified initial employee resistance and a resulting initial spike in labor turnover. However, findings indicate that if nonprofit organizations are willing to undertake consultation with staff and ensure that the organization's specific context, values, and mission are reflected in the performance management system, it can be a useful tool for managers and a direct benefit to employees.