Download - Hr2002 presentation slides 091110
HR2002
A Case Study of Volunteer Management
Volunteerism
• “the practice of people working on behalf of others or a particular cause without payment for their time and services” - wikipedia
Motivation?
• “selfless concern for the welfare of others” – altruism• develop skills/relationships• passion• give back to society
Pros & Cons
Pros– Cost effective– Enthusiasm– New ideas
Cons– Commitment/Performance– Relationship with staff– Conflict of interest
Our Project
• Ang Mo Kio – Thye Hua Kwan Hospital• Structure - dependent on volunteers• Management Issues• Volunteers vs. Permanent Staff• Analysis of HR concepts• Recommendations
AMK-THKH
Background of AMK-THKH
Leading Provider ofRehabilitative Care in Singapore
Mission:
To serve and reach out to patients,their families and the communityregardless of race, colour, creed,language, culture and religion.
Background of AMK-THKH
Volunteers can be broken into two categories:
Individuals Corporate
Schools
Local Community
Background of AMK-THKH
Volunteers are important for three reasons:
Time Ideas Integration
TheVolunteers
Interview Training
Organizational Structure of Volunteers
Volunteers are managed by the Care & Counseling Team
Volunteer Demographics & Activities
Current Activities Include:
Board Games Karaoke Sessions Haircut
Approximately 50 Regular Volunteers
Volunteer Management Issues
Demands of Senior Volunteers
Partnership role
Irregular volunteer pool
Volunteer Appreciation
Forced volunteerism
Mindset change
Challenges
Addressing the Issues
Trend and Development
Individuals Corporate
Schools
Local Community
Volunteer Event
AnalysisOf Related
HR Concepts
Human Resource Allocation
Volunteers asSupport Role
Frontline &Essential Duties
• No Contractual Obligations
• Open Selection of Volunteers
• Budget Restrains
Diversity
Enhance understanding of different people
in society
Learn and recognize one
another’s differences
Boosting team cooperation and
sensitivity
Diversity
Regular volunteers distribution:
-Attract young volunteers
-Reach out to school organizations
Dynamics of Relationship
Organization
Volunteers
Patients
Employees
Reliance on frequent volunteers
Effective response to patients’ needs
Best medical care for patients
Tied by employment contracts
Support & Demand
Role Identity and Self
• Role identity = Self + Social Identity• Perception of one’s role affects
performance• Imagination of one’s role identity is
formed by the reactions of others
Career Competencies & Career Capital
Bounded vs. Unbounded benefits
∑Career Competencies = Career Capital
Career Competencies & Career Capital
Psychological ContractsTransactional vs. Relational aspects
TransactionalMonetary value
RelationalCannot be readily
quantified
Psychological ContractsBalance between
Transactional and Relational Aspect
Recommendations
Subsidised Treatment
Extend this privilege to Volunteer’s Relatives
Recommendations
Testimonial
Recognise Contributions
Training Leaders
Encourage corporation organisation to volunteer
Identity Building
Create Volunteer’s Club Room
Conclusion