Attracting and retaining talent in a Maltese religious non-profit organisation : an analysis of influencing factors

Abstract

This dissertation examines recruitment and retention strategies as part of broader human resource management (HRM) practices within the Archdiocese of Malta (AOM), a Maltese religious non-profit organisation (NPO). While extensive research exists on HRM in business and public sectors, its application in religious NPOs, particularly in Malta, remains underexplored. This study addresses this gap by analysing the Archdiocese's HRM practices, offering insights into practical approaches for recruiting, retaining and supporting employees in faith-based non-profit contexts. The research was conducted using a qualitative approach through in-depth interviews with management officials across various entities within the AOM. This method provided rich, context-specific insights into recruitment and retention within a mission-driven environment. The study examined existing human resources (HR) policies and procedures and assessed their effectiveness in supporting recruitment and retention. It also explored managers' perceptions of key influencing factors, offering further insights into how these practices are shaped and deepening the understanding of HRM applications in religious NPOs. Findings indicate that a strong, mission-driven culture and an inclusive environment enhance staff loyalty and organisational appeal. However, persistent challenges, including limited compensation, skill shortages, resource constraints, and career progression limitations, remain significant. Additionally, a gradual shift from informal, relationship-based HR models to more structured practices was noted. While this transition offers benefits, it introduces cultural and operational challenges, such as adapting to formal processes and integrating them into daily operations. Key findings emphasise the need for clearer HR policy communication and more tailored strategies to enhance talent attraction and retention. Despite the challenges, entities shared a strong commitment to improving the organisation’s HR approach. The dissertation concludes with practical recommendations and proposes further research into employee perspectives and comparative studies of similar organisations.