Introduction

Social enterprises are businesses that prioritize social impact over profit maximization. They combine the best aspects of non-profit missions and business efficiency to create sustainable, community-oriented solutions. Managing human resources (HR) within a social enterprise is unique, as it involves aligning mission-driven goals with effective HR practices. This course is designed to provide HR professionals working in social enterprises with the knowledge and tools to foster an engaged, motivated, and high-performing workforce, while ensuring that social impact and organizational sustainability remain at the forefront. Participants will explore HR strategies tailored to the needs of social enterprises, including recruitment, retention, and development of a diverse workforce focused on social good.

Objectives

By the end of this 5-day course, participants will:

1. Understand the unique HR challenges and opportunities within social enterprises.
2. Learn how to align HR strategies with the social mission and values of the organization.
3. Develop effective recruitment and talent management strategies that attract employees who are passionate about social impact.
4. Learn how to build an inclusive and diverse workforce in the context of a social enterprise.
5. Gain skills in employee engagement and retention, ensuring long-term commitment to the organization’s mission.
6. Understand the specific compliance, funding, and financial challenges social enterprises face from an HR perspective.
7. Develop strategies for creating a supportive and high-performance culture in social enterprises.

Who Should Attend?

• HR professionals working in social enterprises or mission-driven organizations.
• Social enterprise leaders and managers involved in HR-related decision-making.
• HR consultants advising social enterprises on talent management and organizational development.
• Nonprofit HR professionals who are transitioning into a social enterprise model.
• Individuals responsible for creating and managing HR policies and practices in a social enterprise environment.
• Professionals working in impact-driven businesses who want to enhance their HR skills for social good.

5-Day Course Outline

Day 1: Introduction to HR in Social Enterprises

• What is a Social Enterprise?
  • Defining social enterprises and understanding their dual mission: social impact and financial sustainability.
  • Key differences between social enterprises, nonprofits, and for-profit organizations.
  • The unique challenges of HR in a social enterprise context.
• Aligning HR with Organizational Mission and Values
  • How to align HR strategies with the social mission and values of the organization.
  • Creating an organizational culture that supports social good.
  • Building a workforce that shares the mission and vision of the enterprise.
• HR Strategy for Social Enterprises
  • Developing an HR strategy that supports both organizational growth and social impact.
  • Key HR goals and metrics for social enterprises: employee engagement, retention, and social impact.
  • Addressing HR challenges unique to social enterprises: limited resources, mission-driven recruitment, and balancing profit and purpose.
• Workshop: Identifying the HR needs of a social enterprise and how to integrate them with the organization’s mission.

Day 2: Recruitment and Talent Acquisition for Social Enterprises

• Understanding the Recruitment Challenges in Social Enterprises
  • Attracting talent motivated by mission rather than profit.
  • Leveraging social impact to differentiate your organization and attract the right candidates.
  • Challenges in recruiting skilled workers on limited budgets and with diverse funding sources.
• Building an Employer Brand for Social Impact
  • How to promote your social enterprise as an employer of choice.
  • Crafting compelling job descriptions that reflect your social mission and attract the right candidates.
  • Engaging in recruitment marketing: social media, networking, and partnerships with other impact organizations.
• Diversity, Inclusion, and Equity in Social Enterprises
  • Building a diverse workforce in social enterprises: the importance of representation in mission-driven work.
  • Strategies for promoting inclusion and equity in hiring practices.
  • The intersection of social justice and HR: creating fair and equitable recruitment processes.
• Workshop: Designing a recruitment campaign that attracts diverse talent aligned with a social enterprise mission.

Day 3: Employee Engagement and Retention in Social Enterprises

• Engaging Employees in Mission-Driven Work
  • Keeping employees motivated by social impact: understanding what drives passion in employees of social enterprises.
  • Building a sense of purpose and ownership in employees.
  • Creating meaningful work experiences: how to give employees a sense of contribution to the larger societal goal.
• Employee Wellbeing and Support
  • Supporting employees who work in challenging or emotionally demanding roles.
  • Addressing stress, burnout, and mental health in social enterprises.
  • Offering a supportive environment: flexible work policies, benefits, and wellness programs.
• Retention Strategies for Social Enterprises
  • Developing a retention plan that recognizes both intrinsic and extrinsic motivators.
  • How to create career growth and learning opportunities in resource-limited settings.
  • Using recognition and appreciation to build loyalty and morale.
• Workshop: Creating an employee engagement and retention plan for a social enterprise.

Day 4: HR Policies, Compliance, and Funding Challenges in Social Enterprises

• HR Policies and Legal Compliance in Social Enterprises
  • Understanding employment law and regulations affecting social enterprises.
  • Key legal considerations for social enterprises: tax exemptions, labor laws, and volunteer management.
  • Developing HR policies that align with both nonprofit regulations and corporate standards.
• Compensation and Benefits in Social Enterprises
  • Designing compensation structures that balance social impact with competitive pay.
  • Understanding the role of benefits, perks, and non-financial rewards in attracting and retaining talent.
  • Addressing salary expectations and managing financial constraints while maintaining fairness.
• Funding and Resource Allocation
  • Navigating the financial challenges of HR in a social enterprise: limited budgets and funding sources.
  • How to allocate resources effectively for HR activities: staffing, training, and development.
  • Leveraging partnerships, grants, and social impact investors to support HR initiatives.
• Workshop: Developing a compliant and sustainable HR policy for a social enterprise.

Day 5: Leadership Development and Building a High-Performance Culture

• Leadership in Social Enterprises
  • Understanding the role of leadership in driving both social impact and organizational performance.
  • Developing leaders who embody the mission, vision, and values of the social enterprise.
  • Leadership styles and approaches that foster collaboration, innovation, and employee empowerment.
• Creating a High-Performance Culture
  • How to build and maintain a culture of high performance in social enterprises, even with limited resources.
  • Aligning individual and team performance with social impact goals.
  • Creating feedback loops: performance reviews, peer feedback, and continuous improvement processes.
• Developing Talent for the Future
  • Talent management strategies for social enterprises: developing future leaders and succession planning.
  • Mentoring and coaching programs tailored to social enterprises.
  • Building a learning organization that adapts to challenges and changes in the social impact space.
• Workshop: Creating a leadership development and high-performance culture action plan for your social enterprise.

Final Assessment and Certification

• Assessment: A comprehensive exam covering key topics such as recruitment, talent management, compliance, leadership, and employee engagement in social enterprises.
• Certification.