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Mullins, Louise (2020) An exploratory study to investigate the impact of increased governance and compliance requirements on talent management strategies within the not-for-profit sector with a specific focus on employee engagement. Masters thesis, Dublin, National College of Ireland.
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Abstract
The not-for-profit sector is lobbying for change following significant increases in governance and compliance requirements within the sector over the last number of years. The need to be transparent and accountable is not contested, instead the sector is calling for a streamlining of compliance requirements and additional resources to meet growing demands within a sector which was impacted by funding reductions during the last recession and has delivered outcomes on stagnant funding since these cuts.
Through an in-depth review of the current research and literature pertaining to talent management strategies and employee engagement, the researcher established the importance of both of these concepts with the not-for profit sector and discovered that the reach of the impact of increased compliance and governance requirements is not researched. To address this the research problem sought to identify if talent management strategies and employee engagement are impacted as a result of increased compliance and governance requirements in the not-for-profit sector.
Through a subjective lens, the researcher conducted semi structured interviews with senior management from 8 not-for-profit organisations. The interviews explored the lived reality within these organisations as a sample for the sector and also the perceptions of the wider sector based on the expert knowledge of those working within the sector.
The findings indicate that although the increased governance and compliance requirements do not impact on the implementation of talent management strategies, they impact on core elements of these strategies by diverting the attention of senior management from strategic planning which is core to good governance. As a result the focus is on administration, and at times survival instead of a strategic approach to employee engagement through staff development, job satisfaction and culture creation. The most damaging implication identified being the lack of retention of staff. To this end the researcher recommends lobbying for change to include training on new governance and compliance requirements and a shared resource to meet these requirements as well as a system to avoid and unnecessary duplication of resources.
| Item Type: | Thesis (Masters) |
|---|---|
| Subjects: | H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Performance Management > Employee Engagement H Social Sciences > HD Industries. Land use. Labor > Non Profit Organisations. Voluntary Sector. H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Talent Management |
| Divisions: | School of Business > Master of Arts in Human Resource Management |
| Depositing User: | Dan English |
| Date Deposited: | 02 Feb 2021 11:40 |
| Last Modified: | 02 Feb 2021 11:40 |
| URI: | https://norma.ncirl.ie/id/eprint/4616 |
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