On January 21st, Seton Hall’s Nonprofit Sector Resource Institute (NSRI) and the Division of Continuing Education and Professional Studies (CEPS) welcomed participants of the nonprofit community to NSRI’s first outreach event of 2016, The Talent Development Platform - Putting People First in Social Change Organizations, presented by Dr. Heather Carpenter, noted author and professor focusing on human resources development.
Professor Audrey Winkler, NSRI Director and Dean Karen Passaro, CEPS, presented the interactive workshop, which provided nonprofit professionals with the tools they need to promote a healthy work environment with increased employee satisfaction and improved staff retention.
The morning began with an introduction by Professor Matthew Hale, Director of Seton Hall’s Masters of Public Administration Program. He described Dr. Carpenter as straightforward, hardworking academic who “lives for nonprofits.” Dr. Carpenter participates on a variety of national nonprofit committees and partners with many national nonprofit organizations to promote and support nonprofit careers and the nonprofit sector.
Nonprofit turnover data was presented in the first part of the presentation: Over the next 8 years, 100% of nonprofits will be looking for new executive leaders. In recent years, 48% of executive leadership vacancies were filled by external candidates. Dr. Carpenter’s presentation focused on the importance of reducing staff turnover by investing in professional development. With reduced hiring costs, time saved from lengthy candidate searches, costs training the new hire, etc. the benefits of professional development far outweigh the cost of the training.
Dr. Carpenter provided a hands-on opportunity to the workshop participants to work through The Talent Development Platform process. Using helpful tools and templates from her newly published guide, each participant considered their individual organization’s strategic goals, the activities needed to achieve those goals, and the competencies needed to accomplish those activities.
The components of job descriptions were discussed as well as the importance of reviewing job descriptions each year to ensure that they match up with the changing strategic goals of the organization. Participants were provided with Bloom’s Learning Taxonomy, a useful matrix of action words associated with different levels of proficiency that would be required to be successful in a particular job.
A review of the last steps of the talent mapping process would be assessing each staff member’s competencies against those defined in the job description, analyzing gaps, and setting up an individualized professional development program to decrease the gaps.
The program ended with a networking opportunity in which participants were buzzing about all the practical information with which they can immediately take back to their organizations.
For more information about Seton Hall’s Nonprofit Sector Resource Institute, click here»
For more information about Seton Hall’s Division of Continuing Education and Professional Services, click here»