"Volunteer Management refers to 'the systematic and logical process of working with and through volunteers to achieve an organisation’s objectives'."
How nonprofits recruit, train and manage their employees and volunteers.
Recruitment and Selection: The process of attracting and hiring qualified candidates for open positions within an organization.
Compensation and Benefits: The policies and procedures governing an organization's reward system, including salary, bonuses, and benefits packages.
Performance Management: The process of setting performance objectives, measuring progress against those objectives, and providing feedback and coaching to improve employee performance.
Training and Development: The process of providing employees with the knowledge and skills they need to perform their jobs effectively and advance in their careers.
Employee Relations: The policies and procedures governing the relationship between employers and employees, including workplace ethics and employee engagement.
Legal Compliance: The legal requirements governing employment relationships, including equal employment opportunity laws, wage and hour laws, and workplace safety regulations.
Organizational Development: The process of improving organizational effectiveness and efficiency, including team building, change management, and strategic planning.
Workplace Diversity and Inclusion: The policies and practices that promote diversity and inclusion in the workplace, including efforts to build a more diverse and culturally competent workforce.
Leadership and Supervision: The skills and abilities necessary to manage and motivate employees, including effective communication, delegation, and conflict resolution.
Human Resource Information Systems: The computerized systems used to manage and track employee data, including payroll, benefits, and performance records.
Recruitment: This involves identifying vacant positions, defining job responsibilities, creating job postings, screening resumes and conducting interviews to select suitable candidates.
Compensation and Benefits: This area of HR involves determining employee salaries, payment plans, and other benefits, such as vacation time, medical insurance, and retirement plans.
Training and Development: This involves identifying employee training needs and designing programs to meet these needs. Training areas can include orientation, job-specific training, leadership, and career development.
Employee Relations: HR professionals responsible for employee relations develop and enforce workplace policies, provide problem-solving support, and manage employee grievances about their work environment, discrimination, or harassment.
Performance Management: This involves creating performance metrics and setting goals, monitoring employee performance and providing feedback, and conducting performance evaluations.
Compliance: HR professionals are responsible for ensuring compliance with labor laws, industry regulations, employment standards, and other legal requirements that apply to the public sector.
HR Technology: This involves managing HR systems, data, and analytics, implementing new software or tools to improve HR processes, and ensuring systems are secure, reliable, and effective.
Diversity and Inclusion: HR professionals may be responsible for initiating and promoting diversity and inclusion initiatives, including diversity training, recruitment efforts that promote diversity, conducting diversity audits, and developing diversity and inclusion programs.
Organizational Development: This involves helping nonprofit organizations achieve better performance by increasing efficiency, improving working conditions, and increasing employee satisfaction.
Occupational Health and Safety: HR professionals may be responsible for ensuring that nonprofit workplaces are safe for employees and that they comply with Occupational Safety and Health Administration (OSHA) regulations.
"Volunteer Management is also known as volunteer engagement, volunteer coordination, volunteer administration."
"...to achieve an organisation’s objectives."
"Yes, volunteer management is described as a 'systematic and logical process'."
"Volunteers are individuals who offer their time and services willingly to support an organization."
"The purpose is to achieve an organisation’s objectives."
"The systematic process of volunteer management involves coordinating, engaging, and administering volunteers."
"Volunteer management works through volunteers to achieve an organization’s objectives."
"Volunteer coordination is another term used to describe volunteer management."
"Volunteer administration encompasses the organizational aspects of managing volunteers."
"Yes, volunteer engagement is another term used to describe volunteer management."
"Volunteers play a key role in helping an organization achieve its objectives."
"The use of systematic and logical processes ensures a more effective and organized approach to working with volunteers."
"Volunteer management focuses specifically on working with volunteers to meet an organization's goals, rather than managing paid staff."
"Working through volunteers implies utilizing their skills, time, and dedication to accomplish tasks and projects."
"Volunteer management is a strategic approach to aligning volunteer efforts with an organization’s overall objectives."
"By effectively managing volunteers, an organization can achieve its objectives in a more efficient and cost-effective manner."
"Yes, volunteer management adheres to a logical process to ensure successful volunteer engagement and coordination."
"The purpose of volunteer engagement is to involve and motivate volunteers in contributing to an organization's goals."
"Volunteer management is the process of working with and through volunteers to achieve an organization’s objectives."