Human resource management
The essay is prepared to discuss about the management of human resources and its relationship with the strategies to achieve better flexibility, commitment and deliver the best quality customers’ services for building long term sustainability. The human resource management is an effective strategies approach for managing the organization effectively and ensuring that the staffs are handled and understand them about their roles and responsibilities properly. It is designed for enhancing the performances of the employees and achieving the desired goals and objectives set by the employer of the organization. The HR is concerned with the handling and management of people within the organization by following the policies, practices, rules and regulations furthermore create training and developmental sessions along with recruitment, selection and performance appraisal processes to bring organizational change (Armstrong and Taylor 2014). This will also include managing the industrial relations and maintaining a balance between the organizational practices considering the requirements of collective bargaining and governmental laws, rules and regulations.
The management of human resources is essential for the business organizations to management of people working at the organization and managing changes to ensure successful management of human capital along with proper focus on the implementation of policies and procedures. The human resource management enables various processes including recruitment and selection, training and development along with continuous development procedures. The HRM approaches also include training programs arranged for the employees of the organization, evaluation of performances, providing rewards to the staffs for ensuring improvement of their performances and keeping them motivated to perform efficiently (Brewster and Hegewisch 2017). The management of employee relations includes considering the needs and preferences of employees, making sure that the policies and practices of the organization are followed properly along with the prevention of discrimination and harassment within the workplace. There are various compensation structures that are developed to provide the right wages to the employees and even providing other benefits to the employees. The human resource management professionals are assigned with the roles and responsibilities to manage the labor relations, furthermore create unionization and coordination among employees to enhance the business performance and efficiency in terms of profit level achieved and competitive advantage in business (Budhwar and Debrah 2013).
The strategic human resource management is an effective procedure followed by the events organizations to manage processes like attracting talents, development of skills and knowledge, providing rewards to the employees, retaining the existing employees and even improving the ability of the organization to manage the human resources properly. It will benefit both the organization and the employees, thereby improve the performance of the organization and ensure that the expected revenue is generated with ease and efficacy (Alfes et al. 2013). The HR departments are responsible for managing the human resources and at the same time, make the staffs understand the goals and objectives properly to support the legal compliance with the legislations, laws and rules. The strategic human resource management is also responsible for using the talents and opportunities within the human resource department and makes the HRM strategies much more flexible and sustainable to reduce the cost of operations and provide the best quality customers’ services. The strategic human resource department can also develop plans for recruitment, selection, training and compensation according to the goals and objectives of the organization and ensure business success through the accomplishment of long term business goals and objectives along with gaining competitive advantage in business (Marchington et al. 2016).
Strategic HRM
The Harvard framework consists of six major elements of the human resource management and the various dimensions include the interests of the stakeholders, situational factors, making the right choices of HRM policies, HRM outcomes, long term effects that may be brought and the feedback loop, which can allow for measuring the progress of successful HRM strategic implementation. The outcomes generated are transferred to the organization and its stakeholders who are managed properly to ensure successful management of human resources at the events organization (Purce 2014).
Figure: Harvard model of HRM (Purce 2014)
The model proposed by David Guest enables development and implementation of various strategies and creating positive outcomes in terms of employee behavioral management, performances and financial rewards and benefits provided to the employees of the events organizations. The model or framework introduced by Guest has helped in following a proper sequence considering the major components including the HR strategy, HR practices, HR outcomes, behavioral outcomes, performance results and financial consequences. The financial outcomes are based upon the performances of the employees, who are action oriented and can help in improving the business performance, furthermore ensure higher engagement of employees within the organization, enhanced quality and flexibility (Jackson, Schuler and Jiang 2014). The HR practices are integrated with the HR strategies to manage proper group dynamics, furthermore ensure proper coordination among employees and the development of a good culture within the events organizations.
The Warwick model was proposed by Hendry and Pettigrew of Warwick, which considered the micro and macro environmental factors for managing effective business strategies and maintaining a healthy workforce where employees can work together as an unit and at the same time, enhance the business production level and revenue generation consistently. This model is used to assess the micro and macro environmental factors that can contribute to the successful management of human resource and at the same time, facilitate the management of human resources to ensure successful development of a culture and foster teamwork and coordination among work (Boella and Goss-Turner 2013). The business strategies are implemented not only to manage the human resources, but also to bring changes and improvements in the human resource management for ensuring maintenance of a stable culture and improved workforce efficiency too (Brewster et al. 2016).
The volunteering is a philanthropic activity that allows for delivering the services without expecting for any financial gains and social benefits. It is also considered as an effective procedure of obtaining relevant skills, knowledge and expertise for improving the quality of lives of human beings, furthermore serve the community and its people with dedication and commitment. The volunteering helps in managing contacts with individuals for providing employment scopes and opportunities as well as trains the individuals in the field of health, education and emergency rescues (Minbaeva 2013). The volunteering activities are also beneficial for responding to natural disasters and improving the livelihood of people and make the safer and convenient to live in. The interests of stakeholders include the shareholders, management, employee groups, Government and community while the situational factors include the characteristics of workforce, business strategies implemented, management philosophy, labor market conditions along with the law and societal values and beliefs (Schalk, Timmerman and van den Heuvel 2013). The interests of stakeholders and situational factors contribute to the management of HRM policies, which can influence the engagement of employees, manage proper flow of human resources and reward systems for the staffs to keep them motivated and encouraged to perform better. The volunteers are also offered the role of managing the financial accountability and enabling transparency in the funding management for targeting the right people and even manage policy reforms related to social, economic, environmental and financial factors (Sparrow 2013).
Models and frameworks for human resource management
The volunteering activities bring more effectiveness when it is supported properly through high level of commitment from the top and strategic leadership. It is important to involve the volunteers by aligning them with the mission and strategic goals of the organization. It can assist in evaluating the contribution level and value delivered, furthermore influence other individuals to become a part of the volunteering ream and retain the existing ones too (Kaufman 2015). The volunteering strategy is considered as a major aspect of the organizational strategy that articulates the vision of the organization and volunteering activities and even can establish good relationships between the various stakeholders and partners of the organizations. The volunteering managers play major roles in managing the volunteering activities and ensure that the individuals who are part of the volunteering team have been assigned with the right roles and responsibilities. They know about how the volunteering can benefit the organization and at the same time, bring a vast amount of knowledge, skills and experience from various networks established (Jenkinson et al. 2013). The Association of Volunteer managers is an important network, which facilitates the development of strategies inclined with the volunteering mission and vision. This allows for considering the major changes within the organization, improve the operational roles and responsibilities of the volunteers and achieve the strategic goals and objectives efficiently. The term volunteering is often confused with the work experience, which is basically done for the purpose of payments and token reimbursements of the cost of time provided (Kahana et al. 2013).
Few of the principles of volunteering are associated with the wide range of stakeholders and are as follows:
- The volunteering activities benefit both the volunteers associated and the community
- The volunteering work is done for improving the wellbeing of the community and not for any financial benefits and thus it is unpaid
- The volunteering does not necessarily need Government allowances and permissions
- It is a legitimate way for involving a large number of individuals to improve the lives of people within the community
- The volunteering activity enables considering the social, environmental and human needs
- It is not considered as a replacement or substitute for the paid work
- The paid workers are not replaced and is not any kind of threat to the job security
- The volunteering activities ensure successful management of dignity, rights and respecting the culture of people within the community
- It also promotes human rights and equality among people without any forms of discrimination
The different kinds of resources are available for successful achievement of the volunteering objectives with the help of proper financial planning; it will be easy to implement the right volunteering strategies. The different kinds of agencies where people work as volunteers include sports or physical creation, community welfare, religious groups and educational institutions. The volunteering strategies should be reviewed properly on an annual basis for keeping updated with the latest trends and is relevant to the strategic direction of the organization. This would allow for dealing with the societal challenges as well as maximize the scopes and opportunities to create a positive impact on the volunteering development and management within the event company (Rodell 2013).
The event organizations use the volunteers to enable mass participation charity events and ensure that the budget is properly utilized. While managing a proper event within the allocated time and budget, it is always necessary for the volunteers to fill the various roles and responsibilities, furthermore create fundraising programs for collecting money and serve the social purposes properly too. The involvement of volunteers add great value as well as supports the achievement of mission, which further facilitates the accomplishment of strategic goals and objectives. The events organizations use the volunteers not only to become more skilled, knowledgeable and experienced, but also for reaching most of the beneficiaries (Salamon et al. 2013). It could raise high level of awareness and at the same time, develop positive relationships with the community where the organization would be working and support them to build a long lasting relationship along with the enhancement in quality of life. The volunteering scopes and opportunities could also facilitate the inclusion of more individuals and their diversified range of skills, knowledge and experience to create better scopes for employment. The volunteering activities also improve the health and wellbeing as well as help in managing the development, production and delivery of business activities and undertake projects through creation of new ideas and opinions with much more convenience (Binder and Freytag 2013). It could also allow for adapting to the changes and fulfill the needs and requirements of the company so that more opportunities should be created and the delivery of project on which the volunteering team had been working for is successful. The organizations though need to make investments for supporting the volunteering activities to manage proper teamwork and at the same time, deliver the collected money to national and international charities, NHS groups and other public sector organizations (Auger 2013).
Engagement with the term volunteering
The major volunteering activities by the event organizations are fundraising, teaching or providing information to raise awareness among people, serve food to people and improve their wellbeing and lastly administration. It is done for the purpose of helping and supporting others and the community. Often the sole purpose of carrying out such activities is to manage social contact, to do something worthwhile and remain active with the use of various skills, knowledge and expertise. The volunteers are managed by the events organizations through the development of an effective strategy with the consultation of the volunteers and managers of the volunteering (Jalbert, Kinchy and Perry 2014). A particular avenue is selected then based upon the feedbacks provided by the volunteers, volunteer managers and wider community group related to the resources to be utilized and ideas for improving the sector. The consultation process supports the thorough understanding of the present environment of volunteering and assesses the factors that can go well and create opportunities to move forward. Surveys are conducted along with interviews to obtain the responses of the volunteers and then develop plans for the improvements in the future (Welty Peachey et al. 2014).
One of the major examples could be the volunteering strategy is the best practices managed by the volunteers of Greater Shepparton. An action plan is prepared to provide an appropriate strategic direction considering the major activities such as the promotion, celebrating or recognition, recruitment, selection and supporting. The Greater Shepparton Volunteer Strategy implementation was monitored and reviewed on an annual basis for understanding the roles of volunteer managers and coordinators to improve the momentum and at the same time, keep the strategies updated for benefiting the society and people living there as a whole (Hughes and Tapia 2015). The budgetary implications must be assessed ring the preparation of action plan not only for implementing the right actions, but also for acknowledging the valued contributions of volunteering. Another example is the volunteering strategy at Sacro, which has created a strong and dedicated group of individuals for delivering the best possible outcomes to people who avail the services. The volunteers have committed themselves fully to serve the community through management of initiatives. The volunteers have even worked with the Volunteer Development Group for supporting the opportunities of development and improved the wellbeing of people (Reuter, Heger and Pipek 2013). The mission is to carry out various activities nationally and deliver locally as a community based organization, thereby result in the formation of a safer and healthier community.
Often the service learning programs allow for adopting various approaches of learning in higher education and at the same time, enable the workers of the company to improve the lives of people within the community. The staffs should be trained for becoming knowledgeable and skilled to become more caring and responsible citizens to maintain a healthy environment and community where people could live in properly. Skills based volunteering allows for leveraging the skills and knowledge of the employees for strengthening the infrastructure of the organizations and allowing the workers to develop their capacity and ability to achieve the mission quite effectively (Horita et al. 2013). The volunteering activities further help in managing the talents of workers and making them enough capable of handling the activities that have been assigned to them, furthermore focus on providing the participants with important skills, knowledge and in addition benefit both the organization and the community. There are multiple benefits associated with the volunteerism within the community such as making people aware of the right things to be done along with partnership working with the Government agencies to benefit the community (Güntert, Neufeind and Wehner 2015).
There are various ways by which the volunteer workforce is affected such as the sense of togetherness, onboard processes, training provided to the volunteers, progress of data, information and processes along with the existing volunteer programs. There are multiple volunteer programs that need proper teamwork and coordination to create a positive impact. The personal impact of volunteerism is necessary to communicate for fostering higher level of togetherness and achieve the mission for creating fellowship (Alfes et al. 2013). The development of community and broadcasting further allows for the creation of additional value and keeping the staff members motivated to work towards the goal properly.
The on boarding processes are responsible for both the development and breaking down of non-profit relationships with the volunteers. The non-profits that are successful with the on boarding process can assist in introducing the volunteers to others and then communicate important rules, regulations and guidelines to strengthen the volunteer workforce efficiency. Few major ways or approaches followed to improve the on boarding process are setting high expectations as well as understanding the preferences of the volunteers, encouraging them to develop useful connections, identify the strengths and weaknesses, communicate personal as well as group impact and lastly, screen the volunteers (Jackson, Schuler and Jiang 2014).
Another important way in which the volunteer workforce is affected has been the training and development programs arranged for them. The training sessions help in setting a stage for expectations and processes, while it can be beneficial for creating scopes to grow and investment in supporters. Without proper training, the volunteers might be unable to utilize their skills and knowledge properly, which could deteriorate the ability to serve others and the community as a whole. The volunteers who are trained properly can gain additional scopes and opportunities to fulfill their needs in the future and at the same time, advance in their professional career with much ease and effectiveness. The training opportunities should be provided considering a perfect action plan consisting of the training schedule for the volunteers, management of budget and identifying the growth opportunities as well (Boella and Goss-Turner 2013).
The volunteer workforce is provided with progress data and information for evaluating the level of contribution made and how it has impacted the nonprofit mission positively. The volunteers must be provided with insights about the significance of organizational growth and how it could be possible through the fulfillment of opportunities. Communicating the impacts and causes of arranging the volunteering events is possible through story telling.
There are few other ways followed by the volunteer workforce to respond such as the development of environment conducive to the engagement of employees, respecting the views, ideas and opinions of the volunteers, maintaining gratitude and follow the organizational values and beliefs to strengthen the ethical culture. The production level of the organizations will increase with more and more employees working together and as an unit towards a common goal (Brewster et al. 2016). It creates a sense of empowerment and inspired nature to work together in cooperation and fosters the desired team environment, which is important for enhanced productivity. The corporate pride is based on the engagement of employees, which assures that the positive culture can be created and becoming socially cautious and responsible too. The organizations need to practice good ethical behavior so that the employees feel interested and pride in their work, which boosts the level of production within quick time. The volunteer workforce can also be affected by discrimination and so it is important to treat each and every one of them equally (Schalk, Timmerman and van den Heuvel 2013).
Volunteering forms a crucial ingredient of human resources. They are considered to be the lifeline of the organizations in terms of capturing a larger share of community benefits through the social capital. Participation in the volunteering activities enhances the social and workplace skills of the individuals. The critiques are of the opinion that volunteering is an effective management tool for the organizations for developing best practices (Eckardstein and Brandl 2004). Along with this, volunteering also assists in planning, reviewing and improving the accountability of the business services. All these tasks forms an essential part of the HRM strategy, which is a central doctrine in terms of enhancing the efficiency in the business activities.
Volunteering is also assistance towards evaluation of the planned activities. This evaluation is a crucial component of the HRM strategy, which the personnel need to adhere for the achievement of the positive outcomes. The staffs need to maintain stable relationship with the employed volunteers. This is in terms of extracting essential services at the time of crisis. Herein lays the appropriateness of the aspect of “customer relationship management”, which is vital for strategizing the parameter of human resource management (Taylor, Doherty and McGraw 2015). The stages, which need to be followed here, are: recruitment, screening, training and supervision, which enhance the adjustability skills of the volunteers.
Mention can be made of Welsh Ambulance Volunteer Car Drivers, who play an important role in Patient Care Service. There is a team of skilled and efficient drivers, who use their cars for taking the patients to the hospitals within Wales. Along with this, example can be cited of the Robin Volunteers, who are based on Betsi Cadwaladr University Health Board. They are responsible for volunteering the services of three main hospitals and 19 community hospitals (Www.gov.uk 2018). These volunteers receive the assistance of health and social care organization in an around Wales. Reference can be given of NCVO, which provides assistance and support to civil society, which is at the centre of the dynamic voluntary and community sector.
Strategy includes consciousness towards the fact that the staffs would differ in their skills and expertise. Herein lays the necessity of training, which enhances their awareness about the organizational needs and requirements. This training, in turn, act as an agent in performing the tasks as per the requirements. Volunteering is an assessment of the capability of the staffs towards tackling the external clients (Amayah and Gedro 2014). This assessment occupies an important place within the strategy for managing the human resources.
Volunteers can be considered as one of important human resources within an organization. They need to possess certain behaviour towards the tasks allotted to them. This can be understood with the help of Role Identity Model. Satisfaction can be considered as one of the parameters for assessing the role of the volunteers. For this, the personnel need to strategize the business activities in such a way, so that the staffs can achieve job satisfaction. This assessment is an important part of HRM strategy, which the organizations need to follow. Herein lays the correlation with the identity crisis of the volunteers as “organizational personnel” (Ang et al. 2017).
In an event, volunteers are needed for looking after the social welfare of the clients without the hope of remuneration. Volunteers are employed by the organizations. This employment can be formal or informal based upon the nature of work. Formal volunteering improves the stability in the relationship between the organizations and their associate partners. On the other hand, informal volunteering results in social welfare. The government agency keeps record of the volunteers employed for managing the events. One of the challenges is that the volunteers do not receive proper valuation for their efforts at the time of the service (Alfes, Antunes and Shantz 2017). This might result in the exposure of disinterest in case of the volunteers to offer services to the organizations. The immediate result of this is hostile relationships, which develops within the organizations and the associate agencies.
Volunteers in the public sector are entitled to get reimbursement for the pocket expenses, which incurs from the events. Apart from this, the volunteers need to be provided with adequate time for the execution of the allocated tasks. This can be contradicted as there is a stipulated time, within which the events need to be completed. This estimation is accounted as an important component of the HRM strategy. Financial calculations are considered essential in terms of catering to the specific needs, demands and requirements of the clients (Dickmann, Brewster and Sparrow 2016). Financial challenges compel the staffs to encounter difficulties towards organizing events for enhancing the reputation of the organizations.
The activities performed by the volunteers benefits the government agencies, however, the volunteers seek individual benefits. This can be defined in several parameters: psychic and social. This is because the volunteers cater to the social benefit through the means of events, which are an agent of reaching to the potential clients. Moreover, these events are the means for reaching to the specific tastes and preferences of the stakeholders. For this, planning is crucial in terms of systematizing the tasks according to their priority (Jayasinghe 2016). Absence of planning compels the staffs to encounter difficulties towards performing the tasks efficiently and effectively.
Mention can be made of the National Apprenticeship Service (NAS), which caters to the provision of apprenticeship to the associate partners. For this, the personnel conduct strategic planning. Budgets are prepared, which enhances the awareness of the personnel regarding the expenses as a whole. Presentations are held, where the clients are acquainted with the areas, where the volunteer expenses have been planned. These areas are subsistence, food, travel, accommodation among others. Along with this, there are costs of training, study materials among others. Modifications are carried out as per the alterations in the events (Kramar 2014). Advanced planning need to be done, in order to cope up with the instances of inadequate resources. Consciousness in this direction is crucial for making the events a successful one.
One of the other challenges in this direction is that of the recruiting the volunteers without verification of their identities. Herein lays the necessity of training, which enhances the preconceived skills, expertise and knowledge of the volunteers. This training is included within the expenses. This inclusion is crucial in terms of preparing the volunteers according to the requirements of the organization. Negligent approach in this direction results in the achievement of negative outcomes. Employing volunteers helps the personnel to devote equal time to the other activities of the events. This employment needs proper assessment of the capability of the volunteers (Jamali et al. 2015). Monitoring the performance of the volunteers, help the personnel, to make estimates regarding the event, being a success. Herein lays the appropriateness of the behavioural theory, which assesses the rationality of the volunteers towards planning and strategizing the business activities.
Conclusion
The assignment emerges successful in providing an insight into the role of the volunteers in terms of social welfare. Shedding light on the strategic purpose of the volunteering, enhances the awareness of the businesspersons towards organizing events and their management. Examples from the private, public and third sector organizations enliven the practices adopted by the organizations in the process of employing the volunteers for different events. Strategy acts as a central doctrine in terms of systematizing the activities. Inclusion of the financial aspect and challenges within the strategies helps the personnel in maintaining the balance between the demand and supply of the clients.
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