Community Charities Of St. Louis

2045 WordsMar 9, 20169 Pages
Community Charities of St. Louis, also known as CCSTL, is a local nonprofit organization that has been helping people in need since 1912. Its mission is to serve people in need, especially those who are poor and vulnerable; work to improve social conditions for all people in community. It serves a wide range of people: children who are dependent, abused and neglected; adults who are homeless or at risk of homelessness; women who are abused; parents and children requiring family counseling; people struggling as the result of drug abuse or alcoholism; older adults with special needs; and many more. Community Charities seeks to break the cycle of poverty, abuse and neglect, empower people to make permanent changes in their live and support…show more content…
According to Armstrong, SHRM can match people to the strategic and operational needs of the organization (Armstrong, 2011). It develops human resource planning reasonably based on the organization’s operational plan, development strategy, current situation of HR management system, and analysis on HR related information. SHRM can also manage the talented individuals to meet present and future needs of the organization (Armstrong, 2011). It can setup systematic HR training system that is combined with employees’ personal development plan, in order to provide the organization with the talents and meet the development needs. It can also develop a climate of learning in which employees are more willingly to enlarge their work skills and develop the levels of competences. SHRM provides employees with motivating and interesting work and offers sufficient autonomy and flexibility (Armstrong, 2011). It contributes to performance management by focusing on the entire process from performance planning, examination, evaluation, feedback, to motivation. In this way, the organization will develop a constantly improved performance. Despite the benefits mentioned above, SHRM can also develop a vital stock of knowledge within the organization, developing a climate of cooperation and trust, developing motivation, commitment and job engagement, etc (Armstrong, 2011). It will not only focus on if the applicants fit the position during recruitment process, but also

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