{"id":2470,"date":"2016-10-07T08:09:54","date_gmt":"2016-10-07T08:09:54","guid":{"rendered":"http:\/\/socialchangeschool.org\/2016\/10\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\/"},"modified":"2024-03-18T14:20:49","modified_gmt":"2024-03-18T14:20:49","slug":"working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams","status":"publish","type":"post","link":"https:\/\/www.socialchangeschool.org\/en\/07\/10\/2016\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\/","title":{"rendered":"#Working4HRM- HRM in the Nonprofit Sector\u2026bread, love and dreams?"},"content":{"rendered":"<p style=\"text-align: justify;\"><strong>Marco Crescenzi | 7 October 2016<\/strong><\/p>\n<p style=\"text-align: justify;\">I would like to thank colleagues from our partner NGOs\u2019 who are participating in the\u00a0<strong>\u2018Working4HRM\u2019<\/strong> on the Social Change School\u2019s Blog. I have been asked to \u2018close\u2019 this first turn. Personally, one of the most pleasant returns on the HRM topic, since 1998, the year in which\u00a0I published \u201cThe Nonprofit Manager\u201d with Sperling&amp; Kupefr, book that mainly dealt on specific topics, that brought to be enlightening to many of my colleagues in or out of the sector. I would also like to thank Elena Quaglia Faccio (Resp. for the Editorial Project) and Dora Lisa Mercurio (Career Service Officer of the School) and all the staff of the School for a job well done .<\/p>\n<p style=\"text-align: justify;\">I accept the invitation with pleasure, underlining- in a completely partial and unsystematic way- some of the points that positively caught my attention.<\/p>\n<p style=\"text-align: justify;\">We started by launching the topics\u00a0both on this Blog and also on \u2018<a href=\"https:\/\/www.ilfattoquotidiano.it\/blog\/mcrescenzi\/\" target=\"_blank\" rel=\"noopener\">Il Fatto Quotidiano<\/a>\u2019, by kicking off with some questions on:<\/p>\n<ul style=\"text-align: justify;\">\n<li><strong>\u2018mismatching\u2019 between request and offer<\/strong>: how is it possible that many NGOs do not find the \u201cright\u201d resources despite such a wide offer and in part surely qualified\u00a0 (<a href=\"https:\/\/www.socialchangeschool.org\/it\/11\/04\/2016\/ngos-mission-hrm-the-new-editorial-project-with-the-ngos-hrm\/\">Working4-HRM, the new project with the NGOs\u2019 HRM<\/a>, Marco Crescenzi, Blog4Change)<\/li>\n<\/ul>\n<ul style=\"text-align: justify;\">\n<li><strong>digitalization of the recruitment process<\/strong>, on the trail of some creative and innovative examples here in Spain, based on algorithms (<a href=\"https:\/\/www.ilfattoquotidiano.it\/2016\/05\/24\/nonprofit-lavorare-nelle-ong-un-algoritmo-ci-trovera\/2759619\/\" target=\"_blank\" rel=\"noopener\">\u201cWill an algorithm find us? &#8211; Un Algoritmo ci trover\u00e0?\u201d<\/a>, Marco Crescenzi, \u2018Nonprofit\u2019 Blog on IlFattoQuotidiano)<\/li>\n<li>the level of responsibility of the NGOs for growth, the human resource department need not to just see their staff as resources but also as individuals who have potentials for growth and development\u00a0<a href=\"https:\/\/www.ilfattoquotidiano.it\/2016\/04\/06\/non-profit-formazione-umana-o-no\/2612677\/\" target=\"_blank\" rel=\"noopener\">-Non profit. Human Training..or not?- (Formazione umana\u2026o no?<\/a>)<\/li>\n<li>criteria not just to \u201center into the sector\u201d but to also bring real value (Working in the non profit sector and in the NGOs, how to choose your own professional path &#8211; \u00a0<a href=\"https:\/\/www.ilfattoquotidiano.it\/2016\/07\/10\/lavorare-nel-no-profit-e-nelle-ong-come-scegliere-il-proprio-percorso-professionale\/2893059\/\" target=\"_blank\" rel=\"noopener\">Lavorare nel no profit e nelle ong, come scegliere il proprio percorso professionale<\/a>, Marco Crescenzi, \u2018Nonprofit\u2019 Blog on IlFattoQuotidiano)<\/li>\n<li>\u2018Job posting\u2019 behaviours of the Italian NGOs (<a href=\"https:\/\/www.socialchangeschool.org\/en\/09\/06\/2016\/employment-in-the-ngos-where-to-look-for-it-and-how-to-find-it\/\">Nonprofit- Employment: where to look for and how to find a job in the NGOs<\/a>) starting from the publication of our latest research.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">From those initial topics, the open comparison has freely expressed sensitivity and ideas, touching other points and enlarging the map.<\/p>\n<p style=\"text-align: justify;\"><strong>Paola Cocchi, HRM Amref Health Africa<\/strong>, <strong>in her post<\/strong> <a href=\"https:\/\/www.socialchangeschool.org\/en\/26\/05\/2016\/working4-lets-find-the-right-person-inside-our-ngo\/\">#Working4- Let\u2019s find the right person inside our NGO <\/a>with her characteristic neatness of intelligence, invites the NGOs to primiarily \u201c\u2026look inside themselves. Yes, because\u00a0often the right person already collaborates with us. The trainee, the intern, the employee who wanted to do something else from a long time, the local staff who cooperate from years on the field, the volunteer\u00a0who makes himself\/herself available for free. Get off your PC, talk and go around the offices\u2026How many vacancies would be filled if we really knew the people we collaborate with?\u201d<\/p>\n<p style=\"text-align: justify;\">Emanuelle Lacroix,<strong> Partnership Development Manager<\/strong> for <a href=\"https:\/\/www.cornerstoneondemand.org\/\" target=\"_blank\" rel=\"noopener\">Cornerstone OnDemand Foundation<\/a> \u00a0and also People Capacity &amp; Development Manager- for <strong>People in Aid<\/strong>, supports me in the considerations on the recruitment in her post \u201c <a href=\"https:\/\/www.socialchangeschool.org\/it\/02\/08\/2016\/working4hrm-some-tips-on-managing-your-career-in-the-non-profit-world\/\">#Working4HRM \u2013 Some tips on managing your career in the non-profit world:<\/a> \u201cIt is not only about hiring a candidate with the right technical skills, experience, and resilience for the role \u2013 it\u2019s also about finding someone who fits well within the team, the program, and the organizational culture as a whole.\u201d I have really appreciated Emmanuelle\u2019s reference to the business culture \u201cA <strong>good fit with the organization\u2019s culture<\/strong> probably <strong>counts as much as a skills and experience,<\/strong> especially because productive relationships and collaborations have such huge impacts on the efficiency of teams and ultimately operations.\u201d\u00a0 It would be like planting a (maybe splendid) Azalea in an alkaline ground and expecting it to grow well just by being watered and fertilized.<\/p>\n<p style=\"text-align: justify;\">On the topic of the <strong>\u2018PERSON\u2019<\/strong> <strong>before than the resource<\/strong>, in the post &#8211;<a href=\"https:\/\/www.ilfattoquotidiano.it\/2016\/04\/06\/non-profit-formazione-umana-o-no\/2612677\/\" target=\"_blank\" rel=\"noopener\"> Non profit. Human Training..or not?- (Formazione umana\u2026o no?<\/a>) &#8211; I was very self-critical, asking myself a merciless question- \u201cAre we sure that the people who work with us, will improve from the human point of view, and not from\u00a0the opposite?\u2019<\/p>\n<p style=\"text-align: justify;\">I have been then very grateful to verity that this worry was not just mine, and not even naif: \u00a0<strong>Maria Diricatti, from Lav<\/strong>, 17 years of experience as HRM, in her post <a href=\"https:\/\/www.socialchangeschool.org\/it\/07\/06\/2016\/working4-verso-la-modalita-dellessere\/\">#Working4- Towards the \u201cbeing\u201d modality- (Verso la modalit\u00e0 dell\u2019essere<\/a>) thoroughly relaunched the theme by inviting the \u2018HRM\u2019 to a full\u00a0 responsibilities assumption: \u201cToday, after 17 years of professional experience, but above all of my individual development, I find myself, one more time, building a system of evaluation for the performance, the questions I ask the management are: why not focus on enhancing the qualities \u00a0and skills of the people? Why not move the focal point\u00a0from what can be improvable to what is unique and precious in the individuals\u00a0and head towards increasing the complementarity\u00a0between the individuals in a team? The real change would occur when the attention shitfs from the \u201cto do modality\u201d to the \u201cto be modality\u201d, \u00a0in the working context, where historically, people are asked to \u201cdo\u201d. I believe that the responsibility of that change is in our hands HR, or as I prefer to call myself, P&amp;O (People and Organisation).\u201d<\/p>\n<p style=\"text-align: justify;\">Some colleagues preferred to touch the <strong>theme of the Performance Management<\/strong> and they did with competences and real experience \u2013 not academic- that characterizes them, limited by the tyrant few lines of a post.<\/p>\n<p style=\"text-align: justify;\"><strong>Zeno Filippi from Amnesty International<\/strong>, in <a href=\"https:\/\/www.socialchangeschool.org\/en\/18\/05\/2016\/working4-performance-management-working-with-and-evaluating-human-resources-in-the-ngos\/\">\u00a0#Working4 \u2013 Performance Management: Working with and evaluating Human Resources in the NGOs<\/a> starts from Top Employer\u2019s last research \u201c<a href=\"https:\/\/www.hr-insights.top-employers.com\/performance-management?portalId=457460&amp;hsFormKey=8baa85c11e4e542334e9a84305e59b14&amp;submissionGuid=63bdc7e9-dc9a-4b0c-91dc-20db14adba1f#widget_1460640019009\" target=\"_blank\" rel=\"noopener\">PERFORMANCE MANAGEMENT<\/a><strong>\u201d <\/strong>carried out with about 600 organisations in 96 countries, with a sample of about 3000 employees that highlights at least three trends of development of the performance management.\u00a0<\/p>\n<p style=\"text-align: justify;\">Reporting that one of the trends is \u201c<strong>Coaching and accountability<\/strong>\u201d, he states: \u201cThe correlation between the introduction of a new performance evaluation tool and the effective rise of the working performance is not obvious at all. Training the professionals with coaching competences can be a good start for the implementation of a climate of trust, accountability and relationships that are functional to the aim.\u201d And he coherently asks himself:\u201dDo we train professionals responsible for coaching?\u201d<\/p>\n<p style=\"text-align: justify;\">Moreover, he concludes with a funny (but dramatically serious) taxonomy of the NGO\u2019s internal coaching and the wrong styles to avoid, among which a particularly dangerous one, in which I believe, all of us in the non profit ended up to meet sooner or later, maybe with a charismatic \u2018founder\u2019: \u201c<strong>The\u00a0psicantropo<\/strong>..\u00a0Italian word for\u00a0a person who, having psychological knowledges, is transformed into the stereotype of the wild psychologist\u2026\u201d Who has not ran into such an individual\u00a0at least once?<\/p>\n<p style=\"text-align: justify;\"><strong>Simone Sgueo, from Save the Children, in<\/strong> <a href=\"https:\/\/www.socialchangeschool.org\/en\/28\/07\/2016\/working4hrm-smart-working\/\">#Working4HRM- Smart Working<\/a> <strong>\u00a0<\/strong>reflects in an articulated way on the advantages of the <strong>\u201csmart working<\/strong>\u201d, the use of the technologies and of the teleworking: \u201cAs\u00a0Save the Children, on one side, we fully agreed with some of the logics (\u2026) of the smart-working in general, and in particular, we confirm that this immediately returns us\u00a0<strong>three clear advantages<\/strong>:<\/p>\n<p style=\"text-align: justify;\">&#8211;<strong>Management and costs efficiency<\/strong>\u00a0(an office less full, more spaces for the employees, better rationalization of the work areas)<\/p>\n<p style=\"text-align: justify;\">&#8211;<strong>Staff satisfaction<\/strong>: fits between the most appreciated benefits and often better considered\u00a0by the candidates whom the recruitment package is given to, as the wide time flexibility as well.<\/p>\n<p style=\"text-align: justify;\">&#8211;<strong>Better performance results:<\/strong> the possibility to work from home, often gives back a major quality in the objectives achievement.<\/p>\n<p style=\"text-align: justify;\">Moreover, months ago, I discussed with Daniela Fatarella, Vice Director of Save the Children (our former student of the fundraising master in 1999 and now a dear friend) on the advantages and problems of introducing the <strong>\u2018360 degree evaluation\u2019 i<\/strong>n the organisations, as it was an\u00a0experiment done in Save the Children.<\/p>\n<p style=\"text-align: justify;\">Also<strong> Emmanuelle Lacroix <\/strong>focuses on the<strong> PERFORMANCE MANAGEMENT, <\/strong>in her second post, <a href=\"https:\/\/www.socialchangeschool.org\/it\/05\/07\/2016\/agile-performance-management-in-an-agile-organisation\/\">\u201cAgile Performance Management in an Agile Organisation\u201d<\/a>, she relates the<strong> engagement and the \u2018agile organisation\u2019: <\/strong>\u201cSo how do we unlock this engagement? \u2026 Starting to develop more <strong>agility<\/strong> within an organization is a good place to start. What do we mean by agility? According to <span style=\"color: #ff0000;\"><a style=\"color: #ff0000;\" href=\"https:\/\/www.cornerstoneondemand.com\/sites\/default\/files\/brief\/csod-cp-absolute-agile-organization-012014.pdf\" target=\"_blank\" rel=\"noopener\">one of our report<\/a>s<\/span>, it is how strongly\u00a0an organization can react and adapt to changes in its operational contexts and how quickly it recognizes and closes its workforce\u2019s skills gaps&#8230;. From this foundational statement, we see how learning and performance management are intrinsically linked\u201d.<\/p>\n<p style=\"text-align: justify;\">One of her main suggestion is a\u00a0\u2018low budget\u2019: \u201c<strong><span style=\"text-decoration: underline;\">Expand learning.<\/span><\/strong> Capacity development makes more sense to all of us when it\u2019s relevant and directly applicable to our day-to-day activities.\u00a0 Find ways to use embedded learning approaches such as after-action reviews, customer feedback cycles, job rotations\/shadowing, and peer learning groups to maximize experiential and reflective learning. Many of these approaches do not necessarily require budgets and can be implemented as part of team\u2019s work plans and existing knowledge sharing practices.\u201d<\/p>\n<p style=\"text-align: justify;\">Paraphrasing Comencini\u2019s marvelous neorealist movie \u201cBread, love and dreams\u201d (with Vittorio De\u00a0 Sica and Gina Lollobrigida)? <strong>Bread<\/strong> (this refers to what we would like to have as opposed to what we actually possess, given a\u00a0low budget), <strong>Love<\/strong> (\u2018people first\u2019- care and attention to the human and professional growth of individuals) <strong>and<\/strong> <strong>Dreams<\/strong> (using intelligence, technology, peer2peer, 360 degree feedback, before the matching algorithms and complex evaluation systems, the matrices of (my beloved) Harvard Business Review?<\/p>\n<p style=\"text-align: justify;\">That could possibly be the solution, from our humble beginings still\u00a0what we have now, \u00a0with an ambition of finding what we need, like welcoming of the best talents into the sector. This is one of the primary objectives of the Social Change School, that year after year we produce qualified individuals to increase the recruitment basins.<\/p>\n<p style=\"text-align: justify;\"><strong>Surely \u201cwe should look inside ourselves\u201d; into our organisations\u2019 beautiful and complicated present<\/strong>. So, why do we not do it together, from our different points of views, stories and human management, scientific experiences, by creating a better contact and also exchanging live experiences?<\/p>\n<p style=\"text-align: justify;\">Thanks everyone, we will be in touch soon\u2026for now, we are waiting for you for our second turn!<\/p>\n<p style=\"text-align: justify;\">Summary of the quoted contributes:<\/p>\n<p style=\"text-align: justify;\">M. Crescenzi, <a href=\"https:\/\/www.ilfattoquotidiano.it\/blog\/mcrescenzi\/\" target=\"_blank\" rel=\"noopener\">Il Fatto Quotidiano<\/a><\/p>\n<p style=\"text-align: justify;\">M.Crescenzi, <a href=\"https:\/\/www.socialchangeschool.org\/en\/blog4change\/\">Blog4Change<\/a><\/p>\n<p style=\"text-align: justify;\">Paola Cocchi, HRM Amref Health Africa, <a href=\"https:\/\/www.socialchangeschool.org\/en\/26\/05\/2016\/working4-lets-find-the-right-person-inside-our-ngo\/\" target=\"_blank\" rel=\"noopener\">#Working4- Let\u2019s find the right person inside our NGO <\/a><\/p>\n<p style=\"text-align: justify;\">Emanuelle Lacroix, Cornerstone OnDemand Foundation, <a href=\"https:\/\/www.socialchangeschool.org\/it\/02\/08\/2016\/working4hrm-some-tips-on-managing-your-career-in-the-non-profit-world\/\">#Working4HRM \u2013 Some tips on managing your career in the non-profit world<\/a>\u00a0and\u00a0<a href=\"https:\/\/www.socialchangeschool.org\/it\/05\/07\/2016\/agile-performance-management-in-an-agile-organisation\/\">#Working4HRM-\u201cAgile Performance Management in an Agile Organisation<span style=\"text-decoration: underline;\">\u201d<\/span>, <\/a><\/p>\n<p style=\"text-align: justify;\">Zeno Filippi, Amnesty International <a href=\"https:\/\/www.socialchangeschool.org\/en\/18\/05\/2016\/working4-performance-management-working-with-and-evaluating-human-resources-in-the-ngos\/\">\u00a0#Working4 \u2013 Performance Management: Working with and evaluating Human Resources in the NGOs<\/a><\/p>\n<p style=\"text-align: left;\">Simone Sgueo, Save the Children, <a href=\"https:\/\/www.socialchangeschool.org\/en\/28\/07\/2016\/working4hrm-smart-working\/\">#Working4HRM- Smart Working<\/a>\u00a0<\/p>\n<p style=\"text-align: left;\">Maria Diricatti, Lav, <a href=\"https:\/\/www.socialchangeschool.org\/it\/07\/06\/2016\/working4-verso-la-modalita-dellessere\/\">#Working4- Towards the \u201cbeing\u201d modality-Verso la modalit\u00e0 dell\u2019essere<\/a> &#8211;<\/p>\n<p style=\"text-align: justify;\">\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Marco Crescenzi | 7 October 2016 I would like to thank colleagues from our partner NGOs\u2019 who are participating in the\u00a0\u2018Working4HRM\u2019 on the Social Change School\u2019s Blog. I have been asked to \u2018close\u2019 this first turn. Personally, one of the most pleasant returns on the HRM topic, since 1998, the year in which\u00a0I published \u201cThe [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[63,73],"tags":[273],"class_list":["post-2470","post","type-post","status-publish","format-standard","hentry","category-working4hrm","category-non-profit","tag-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>#Working4HRM- HRM in the Nonprofit Sector\u2026bread, love and dreams? - SocialChangeSchool<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.socialchangeschool.org\/en\/07\/10\/2016\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"#Working4HRM- HRM in the Nonprofit Sector\u2026bread, love and dreams?\" \/>\n<meta property=\"og:description\" content=\"Marco Crescenzi | 7 October 2016 I would like to thank colleagues from our partner NGOs\u2019 who are participating in the\u00a0\u2018Working4HRM\u2019 on the Social Change School\u2019s Blog. I have been asked to \u2018close\u2019 this first turn. Personally, one of the most pleasant returns on the HRM topic, since 1998, the year in which\u00a0I published \u201cThe [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.socialchangeschool.org\/en\/07\/10\/2016\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\/\" \/>\n<meta property=\"og:site_name\" content=\"SocialChangeSchool\" \/>\n<meta property=\"article:published_time\" content=\"2016-10-07T08:09:54+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-03-18T14:20:49+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.socialchangeschool.org\/wp-content\/uploads\/2022\/06\/Logo-SocialChangeSchool.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1721\" \/>\n\t<meta property=\"og:image:height\" content=\"1721\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Marco Crescenzi\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Marco Crescenzi\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"9 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.socialchangeschool.org\\\/en\\\/07\\\/10\\\/2016\\\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.socialchangeschool.org\\\/en\\\/07\\\/10\\\/2016\\\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\\\/\"},\"author\":{\"name\":\"Marco Crescenzi\",\"@id\":\"https:\\\/\\\/www.socialchangeschool.org\\\/en\\\/#\\\/schema\\\/person\\\/3613fd18170f8fc69805c3b8871cd66c\"},\"headline\":\"#Working4HRM- HRM in the Nonprofit Sector\u2026bread, love and dreams?\",\"datePublished\":\"2016-10-07T08:09:54+00:00\",\"dateModified\":\"2024-03-18T14:20:49+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.socialchangeschool.org\\\/en\\\/07\\\/10\\\/2016\\\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\\\/\"},\"wordCount\":1808,\"publisher\":{\"@id\":\"https:\\\/\\\/www.socialchangeschool.org\\\/en\\\/#organization\"},\"keywords\":[\"Blog\"],\"articleSection\":[\"#Working4HRM\",\"Non Profit\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.socialchangeschool.org\\\/en\\\/07\\\/10\\\/2016\\\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\\\/\",\"url\":\"https:\\\/\\\/www.socialchangeschool.org\\\/en\\\/07\\\/10\\\/2016\\\/working4hrm-hrm-in-the-nonprofit-sectorbread-love-and-dreams\\\/\",\"name\":\"#Working4HRM- HRM in the Nonprofit Sector\u2026bread, love and dreams? 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