It is often difficult to secure funding for nonprofit administrative expenses. How could an HR leader best position their ideas so that the implementation of technology becomes attractive to the CEO and/or to funders?
Some researchers suggest that external social media platforms (e.g., Twitter, LinkedIn) can be used to develop relationships with job candidates and, similarly, that internal social media platforms can be used to develop relationships between supervisors and supervisees.
How could this be accomplished, and what challenges may arise when pursuing such a strategy?
What concrete HRM practices might be developed to enhance an embedded diversity consciousness in your organization? That is, what can you do, beyond the routine diversity and inclusion practices, to develop the recognition of difference as a value threaded throughout the organization’s work?
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