ABSTRACT
This chapter aims to provide an overview of strategic human resource management (SHRM) in nonprofit organizations (NPOs). SHRM can be defined "as the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals". SHRM is seen as a management tool that links HR practices to financial outcomes rather than human or social outcomes. The organizational strategy plays a dominant role in defining and planning SHRM, the relationship between strategy, SHRM, and organizational outcomes is multi-layered. Smaller NPOs tend to introduce SHRM if they are affiliates of national organizations. In administrative HR, the interviewee's perceived three themes as critical: short-term employment contracts, cost-cutting strategies, and compensation. Like all organizations, NPOs have to analyze their HR architecture and their relationship to the overall strategic orientation of the organization. Several proposals in the literature provide guidance on how to conduct this diagnosis.
