There are many components to nonprofit organizational management within the context of human resources, supervision, and professional development of staff. Chapter 9 of your text, Developing Nonprofit and Human Service Leadership, briefly discusses some of these areas. For this Assignment, you will create an annotated bibliography to discuss the tenets of organizational management or one of the functions of a human service administrator in relation to human resources, supervision, and staff development covered in Chapter 9 of your text.Directions: Develop an annotated bibliography based on one of the following areas of organizational nonprofit management of your choice: Interviewing, hiring, recruitment, and termination policies Employee motivators Employment laws (you can review literature covering more than one of the subtopics under employee laws) Civil rights Discrimination (pregnancy, perceived disability, race/ethnicity, language, beliefs, preferences, orientation, gender) Equal wages Training and development Performance management Supervision Diversity in the workplace as a tenet to organizational leadership Along with your topic of choice, other suggested keywords are nonprofit management, human service leadership, organizational management, organizational leadership, nonprofit human resources, and principles of nonprofit organizational leadership.Suggested databases that can be accessed through the Library are: Books 24x7 Business Source Complete eBook Academic Collection from EBSCO eBook Collection from EBSCO Gale Virtual Reference Library (GVRL) An annotated bibliography presents a comprehensive, yet focused, selection of scholarly sources on a specific topic. The purpose of this annotated bibliography is to identify resources for and to develop a deeper understanding of the tenets of organizational management, supervision, and the professional development of staff. Annotations inform the reader of the material and information provided along with the relevance, accuracy, and quality of the sources cited. Your Assignment will be 3–4 pages in length and will include a 1-paragraph introductory synopsis along with a list of the research resources you used to serve as the preface to the annotated bibliography. Your annotated bibliography will include a list of citations to books, articles, and documents (the bibliography). Each citation will be followed by a brief descriptive and evaluative paragraph (the annotation), which provides a review of the literature on a particular subject. An annotated bibliography is not the same thing as a bibliography or an abstract. An annotation is descriptive and critical whereas as abstract does not include a critical evaluation of the writing or study.Your annotated bibliography will consist of six references from at least four peer-reviewed journal articles, one credible website, and Chapter 9 of your text, Developing Nonprofit and Human Service Leaders.Your references will be in alphabetical order with each entry properly APA formatted and each annotation about 1 paragraph (4–10 sentences) in length. The Assignment should be 3–5 pages in length.In this annotation, you will briefly describe the resource. If available, you could provide a descriptive annotation that evaluates the success or reliability of the book. You might also compare or contrast the source with another source on the topic. Determine if the author has a bias or makes assumptions. List any biases. You could describe the author's conclusion and whether or not there are significant attachments or appendices such as charts, maps, bibliographies, photographs, documents, tests or questionnaires. You could also explain how this work is useful. You could also compare or contrast this work with another (or others) cited. Is the work, its data, or its view out-of-date, yet a valid historical reference? Describe your reaction to the item. Use technical writing format: not "I" or "my." You will need four more entries after this one.

In organizations, the role of human resources management (HRM) is increasingly becoming more strategic rather than administrative. Therefore, it is important to understand how to adapt or change longstanding human resources management (HRM) responsibilities to those that support the business strategy and enhance the core capabilities of the organization (which, in turn, should positively impact the organization's profitability).The following are three of the most common responsibilities of human resources management (HRM) and brief descriptions of how they have traditionally been conducted. Note that they are all generic in nature as they are not tailored to the organization's business strategy.Recruiting and Selection: Positions with simple job descriptions are advertised on large job boards, résumés are reviewed, candidates are interviewed by a manager, and the best candidate is offered the position.Training and Development: The training and development department develops and delivers a set of core training programs (e.g., effective communication, conflict resolution, and leading without authority) similar to those of many other companies.Performance Management: Human resources management (HRM) creates and administers a standard performance appraisal form annually, covering the following categories: communication, attendance, attitude, quality of work, and initiative.For each of these, describe how and explain why it should be modified for the following organization and scenario to be strategically focused.Horizon Enterprises is a company of fifteen hundred people, based in Minneapolis, Minnesota. It designs and manufactures small pieces of (countertop) cutting-edge medical laboratory equipment. Its core competency is innovation, which it also considers to be its competitive advantage.Its business strategy is to work closely with hospitals and laboratories to develop products that will increase the speed and reduce the cost of medical tests. It competes against much larger technology companies, like General Electric, that focus on mammoth, multi-million-dollar devices (e.g., magnetic resonance imaging machines and positron emission tomography–computed tomography [PET/CT] scanners), although it has the capability to design smaller equipment.One of Horizon Enterprises' selling points is its ability to bring the products to market more quickly than its larger competitors, whose attention is on the higher-priced and higher-margin equipment and whose processes are more lumbering.