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