Black Coalition for AIDs Prevention - Black CAP Organization - Case Study Example

BLACK COALITION FOR AIDS PREVENTION: CASE STUDY Student’s Name Course Title Date Black Coalition for AIDs Prevention: Case Study Introduction The Black Coalition for AIDS Prevention (Black CAP) is a community based, volunteer driven, non-profit organization, which was founded in 1987, with the aim of reducing the spread of HIV infection in Toronto’s black communities and to improve the quality of life for black individuals affected by or living with HIV/AIDS. Black CAP works in collaboration of similar organization to achieve their goals of improve life quality for black individuals living with AIDS in Toronto. The organization vision is to support all HIV affected and infected Black persons in Toronto, to improve their quality of life without discrimination, and to prolong their life by offering them all the required medical, emotional, psychological and financial support to be able to live a normal life. To accomplish this, the Organization seeks to collaborate with other similar organization to acquire good management, works to get charity from well wishers, and to acquire as many volunteers as possible so as to minimize their operational cost, and to maximize on the support given to its targeted population. However, the organization is facing a number of recruitment challenges that strains its operations. This essay gives a critical analysis of the recruitment challenges the Black Cap is facing, and an evaluation on how these challenges influences its strategic management. The essay also gives a recommendation on the measures that can be employed to overcome these challenges. Black CAP Recruitment Challenges Just like any other non-profit organization, Black CAP organization highly depends on grants and charity given by well wishers and the government. The organization currently operates with $1 million annual budget. With this, the organization can only manage to pay 19 workers, ten who are full time employees and nine who are part-time employee. It therefore highly depends on volunteers to be able to accomplish its missions and objectives. The organization is currently working with 75 volunteers. The main challenge the organization face by depending highly on volunteers is that, they do not have power to maintain them. A volunteer worker comes to and leaves the organization at his or her own will. Therefore, the organization will sometime have a workload that cannot be taken care of, since some of its workers decided to leave mostly at short notice (Gates and LAngevin 2010). This makes it hard to make a consisted work plan and setting milestones. Beside this, the organization cannot be able to maintain its permanent employees for more than five years. This is because it cannot manage to give then a package matching their experience. Therefore, Black CAP organization acts as the training ground for its workers and once they have perfected their skills and have experience that can be relied on, they shift into bigger organizations where they can be given a better compensation. This is makes it hard for the organization to focus on other advanced issues such as getting extra cash, reaching more people in the society and developing new strategies to help black AIDS victims and instead, the organization employs most of its effort and resources on continuous training of its workers to be able to handle the organization operations effectively. Normally, employees’ training is one of the basic HRM strategies to enhance organization performance and to improve efficiency and reliability of an organization. Although almost all organizations consider workers academic qualification before employing anyone, they still embrace organization training to make them understand the organization processes. Normally, training consumes a good percentage of the organization’s resources. However, it is normally done hoping that the trained employees will improve the efficiency and quality of services or production and thus, attracting high revenue and net profit that would compensate the cost and surpass it (Saad et al. 2013). Therefore, by losing its trained personnel after every five years, Black CAP organization experiences a great loss that include the resources used in training them and the company’s future achievements projections. In addition, the company is force yet to employ more resources retraining the new employed workers. This makes it hard for the company to achieve its vision (Garder and Wright 2009). Another recruitment challenge the Black CAP organization faces is lack a qualified human resource manager. Human resource manager is an individual who coordinates, directs, and plans the administrative functions of an organization. This person oversees the hiring, interviewing, and recruiting new staffs, discusses strategic planning with top executive, and serves as a connection between the organization’s employees and management (Garder and Wright 2009). The lack of these personnel in an organization simply means that all the above stated duties are not performed in the organization, and if they are being performed by another person with different academic qualifications, there is a higher chance that they are not performed effectively. Although the organization realized the need of a human resource manager and opted to work in collaboration with other similar organization to acquire these services, the employed individual cannot exclusively work for the benefit of the Black CAP organization and thus, there is still a deficiency. The hired HR mostly deals with retention, recruitment, and compensation, and discusses tactics to address. She also assists any of the seven organizations that may require any extra assistant. However, she is not fully dedicated to any of the seven organization and thus, she cannot submerge herself in any organization’s operations to understand them, identify any human resource issue that needs urgent attention and address it. Therefore, although the organization feels a great difference after getting this HR support, it still lack more advantages that could have been enjoyed if it could have managed to fully employ it human resource manager (Kaufman, 2012). Beside this, the seven organizations were only able to hire HR services for a period of three years from the grand offered by Ontario Trillium Foundation. This simply shows that even the partial assistant will not last forever. Normally, HR services are continuous services which are needed as long as the organization exists. Having these services for a short while may improve the organization performance by managing a good relation between organization and its employees (Jiang et al. 2012). However, the acquired values may disappear once these services are terminated. This may take the organization back to where it was, bearing in mind that the organization does not have the potential to maintain any of its permanent employee for over five years due to lack of enough resources to compete with other private and public employers. Thus, the most likely thing is that, the current employees will enjoy good management for a period of three years from which they will quite for better offers and new employees who do not know of the past regime will be ushered in. The only aspect that would save the organization from this problem is a possibility that the organization’s foreseer was able to learn as much as possible from the hired human resource manager. According to resource based theory, organization success is determined by what is inside the organization and thus, lack of proper management of resources would cost an organization its dream (Bahuguna, Kamari and Srivastava 2009). Recommendation Employee training is one of the strategies that organizations employ to better their human resource performance. It is normally a costly business and takes most of organization resources. Therefore, an organization would do all that is possible to maintain its skilled workforce to achieve its mission and to surpass its expectation. Therefore, like any other organization, Black Cap must develop a strategy of maintaining its skilled employees. Beside the measures taken by the organization to give extra benefits to its employees, the organization should come up with other money making projects that would attract more income to their organizations. For instance, most AIDS infected individuals always experience immunity problems and thus, they do require proper feeding to boost their immunity. The organization should therefore establish a way of getting a big farm where they would involve those it supports to cultivate most of vegetables and fruits required to boost their immunity instead of depending on purchased goods. This may be taken as healthy feeding initiative. This will cut on the organization HIV support cost and maybe generate a surplus that they would sell to get more income. This simply means that the organization can mobilize its members to come up with financial generating projects that can assist them to achieve its missions, instead of depending fully on grants. The plan will reduce the organization expenses and increase on its revenues and thus, enabling them to give a good package to its trained employees and thus, maintaining them. It will also contribute in improving the quality of life its targeted population. The organization can also collaborate with manufacturing companies that are interested in fighting the spread of AIDS among its customers. In this case, they can give them a permission to use their logo or symbols to the agreed products to increase their sales, where the organization takes a certain percentage of the amount made for any sales. This will help the companies in their marketing strategies while the organization benefit financially. Beside this, the organization can also take part in other money generation initiatives such as run against the spread of AIDS among blacks and get sponsorship from all individuals who wish to promote their campaign. This can be broadcasted in various media to ensure that the organization reaches as many individuals as possible. The organization should also consider developing a website and host a number of profit generating organizations adverts to boost their traffic at an agreed fee. All these initiatives will increase channels of generating money for the organization and thus, enabling to it to compete with other public and private organization in employees’ compensation and thus managing to maintain its workers (Liu et al. 2009). The, new thought of restructuring the working mode of the organization is good enough to better its efficiency. This is because when workers collaborate at departmental level, the organization will easily train its new workers since; hopefully each department will be having an experience worker who will be left while others leave the organization. However, these are some of the tactics the organization manager Ryan acquires from the short interaction with Campbell: the hired HR support. This simply implies that, the organization would discover more new and effective strategies if it would manage to employ its own human resource manager. Each organization has its own operational strategies and employees’ behaviour irrespective of how similar it is with another organization. Therefore, a HR who is fully dedicated to an organization can easily identify poor behaviours that negatively influence the organization performance, and come up with a strategy to counter them as the HR introduce favourable behaviours to the company (Hillman, Withers and Collins 2009). This person can also develop new strategies to change the organization culture, organization structure, initiatives among others for the benefit of the organization. It is therefore recommended for Black CAP organization to consider cutting cost on some other initiatives to manage employing their own HR manager (Reilly 2012). On the other hand, the organization can consider exposing one of their trusted workers into human resource management training and duties and better compensation to glue the employee into the organization. This will help the company to enjoy the full benefit of having a HR manager, an aspect that could assist them in overcoming all other challenges (Babio and RRodriguez 2010). Conclusion Black CAP organization was introduced in 1987 to fight the spread of AIDS among black people living in Toronto. The organization aimed at improving the quality of life among black people living with HIV virus. However, this mission is obstructed by recruitment challenges faced by this organization. Among these challenges include lack of enough finances to compete with other public and private organizations in employment market. This makes the organization lose its skilled labour to the well paying organizations. The organization cannot maintain an employee for more than five years and thus, the organization ends up working as a training ground, an aspect that makes the organization to direct all its resources to employees training. It also lacks enough funds to employ a human resource manager and thus, lacking the management benefit that can be enjoyed for having one. To curb this, the organization is recommended to develop other money generation initiatives instead of fully depending on grants, charity and donations. Bibliography Babio, C. N., and G. R. Rodriguez. 2010. Talent Management in Professional Services Firms: A HR Issue? International Journal of Organizational Analysis 18(4): 392-411. Bahuguna, P. C., P. Kumari, and S. K. Srivastava. 2009. Changing Face of Human Resource Management: A Strategic Partner in Business. Management and Labour Studies 34: 563-581 Gardner, T. M., and P. M. Wright. 2009. 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