Non Profit Organization Research Paper

Non Profit Organization Research Paper-8
Ramlall (2004) pointed out that all companies today face retention problems.The situation described by the Georgia Budget and Policy Institute is multiplied many times over throughout public and private agencies.

Ramlall (2004) pointed out that all companies today face retention problems.The situation described by the Georgia Budget and Policy Institute is multiplied many times over throughout public and private agencies.

The state estimates that for every percentage point decrease in turnover, Georgia state taxpayers save over $28 million.

This level of savings would be a boon for any organization, public or private.

BACKGROUNDTURNOVER, SERVICE ISSUES, AND JOB QUALITYTURNOVERSERVICEJOB QUALITYESTABLISHING FIT AND DEVELOPING JOB DEFINITION AND REQUIREMENTSFITDEVELOPING JOB DEFINITIONSESTABLISHING JOB REQUIREMENTSJOB ANALYSISIMPLICATIONS AND FINDINGSCONCLUSION AND SUMMARYREFERENCESThis paper addresses the process and importance of job analysis in public or non-profit organizations and the implications for public or non-profit human resources management.

In today's very tight economy, both public agencies and non-profits must run in as efficient and cost-effective manner as possible.

The organizational goal is to keep the best employees.

It becomes even more critical to the organization if a "good" employee leaves, because the remaining employees may be doing the workload of more than one personal already.

An accurate job description helps the employer know what type of employee to look for, and helps the prospective employee know if they can do the job the employer expects.

Further, an accurate job description can help evaluate the employee's performance and make annual review process much easier. 11) stated that today, service in some organization has gotten so bad that customers or clients simply expect to be abused.

The combination of staffing costs, costs of having vacancies that result in lowered productivity by other employees, and training costs for new employees can be prohibitive.

Even the most highly qualified applicants will have a learning curve in the new employment situation, and costs associated with overtime and allocation of resources will mount up during the transition time (Georgia Budget and Policy Institute, 2006).

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