ABSTRACT
This chapter focuses to leadership succession management and strategic HRM in nonprofit organizations. It explores how HR can strategically contribute to the organizational goal of having a succession plan contingent on different circumstances. In summary, the chapter provides a comprehensive overview of the key aspects of HRM in nonprofit organizations, with a focus on the unique challenges and considerations faced by these organizations. Many people believe nonprofit organizations are exempt from state and federal employment laws, but this is a misconception. Non-profit organizations rely heavily on volunteers as a crucial part of their human resources. Nonprofits face unique labor relations challenges since they are mission driven rather than profit driven, which can affect staffing and compensation. Leadership management and succession planning pose unique challenges to nonprofits, particularly smaller organizations. Society for Human Resource Management (SHRM) emphasizes the importance of understanding the strategic orientation of a nonprofit organization and how HR can plan accordingly to contribute to that strategy systematically.
