Titlebook: HRM in Mission Driven Organizations; Managing People in t Chris Brewster,Jean-Luc Cerdin Book 2018 The Editor(s) (if applicable) and The Au

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Imperial Frontier in the Tropicsessionals. We discuss the wider range of stakeholders typical in analyses of not-for-profit organizations and the importance of transparency and the importance of outcomes—outcomes that are not measured by financial profit and loss. Finally, we introduce each of the chapters in the book

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The Imperial Idea and its Enemiesacteristics of paid staff versus volunteers. The remainder of the chapter discusses HRM practices that non-governmental organizations can employ in the management of the volunteering part of their workforce.

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https://doi.org/10.1007/978-3-031-24673-9he need to find creative ways to attract and keep and motivate talent; the need to retain talent through the identification of, and as far as possible, the meeting of, their needs; and the need to cut ‘red tape’ and address the requirements of change. We discuss the implications of the work here for future research and for managerial action.

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Talent Management in Mission-Driven Organizations,rganizations and find that the concept is relatively new amongst them, that it operates differently from the private sector and differently from organization to organization. There are opportunities for mutual learning.

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Management of People in Mission-Driven Organizations: Current State and Future Directions,he need to find creative ways to attract and keep and motivate talent; the need to retain talent through the identification of, and as far as possible, the meeting of, their needs; and the need to cut ‘red tape’ and address the requirements of change. We discuss the implications of the work here for future research and for managerial action.

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Book 2018 management in a number of different kinds of mission-driven organizations, the book explores organizations in sectors and industries such as the governmental and intergovernmental public sector, volunteer organizations and charities, religious organizations, cultural organizations, sports organizat

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https://doi.org/10.1007/978-3-031-22863-6ts of a variety of organizational settings. This chapter focuses on the generic characteristics that make people management in public organizations distinctive and describes how these impact the effect people management has on societal, organizational, and employee outcomes.