The management of human resources and of volunteering

1. The management of human resources and of volunteering www.projectseed.eu

2. 1 2 3 4 Management functions, activities, analyzes, specific documents Characteristics and differences between the employee and the volunteer. Organizational culture and the influence in motivation, retention, commitment and efficient communication The appropriate legislation and its implication in the professional development of each person Contents

3. Characteristicsand differences between the employee and the volunteer. Volunteer activities:administration of budgets, project management, local management teams, marketing activities an PR, fundraising activities and negotiations, communication with different groups of beneficiaries of NGOs activities

4. The appropriate legislation and its implication in the professional development of each person • For employees: labor legislation with its specific aspects (maternity lease,safety and health at work, wages) and internal documents • Protection against abuses, ensures an optimal environment of trust on both parts, maximizes the feeling of safety and protection of employees • For volunteers: Law 78/2014 – voluntary internship • Gives value to the volunteer, the mission of volunteering ensures the development of abilities that are adaptable to as many specializations as possible, eliminates the narrowing of career options • - Proper attitude and personality • - Socialempathy: the understandig of the organization’s/beneficiary’s problems • - Communication skills– active listening • - Conformation to the standard conduct • - Capacitaty of self motivation and orientation towards solutions and performance • - Continuous personal and professional development – adaptation and change • - Intrapreneur skills – vizion, responsibility, commitment, perseverence, respect, team work • - Competences specific for the organization • - intuition,passion,creativity,initiative, influence Key abilities necessary for new development trends of the professional career

5. Management functions Management functions, specific activities Functions of human resource’s management (employeeor volunteer)  1.Prevision 2.Organization 3.Coordination 4. Training – motivation 5.Control – assessment 6.Communication

6. Analysis of volunteering activity (SWOT)

7. Documents used to manage employees ands volunteers

8. Organizational Culture • Samuel Certo: “a number of values and common beliefs of the members • of the organization regarding the functioning and existence of their organization”. • Louis V. Gerstner (manager IBM):„it is what people are doing without being told. It is one of the simplest and most relevant definitions of this concept, unclear for many people.” • “Rules”: • - Put the relationship before the role in the organization-“Power and Control” vs “Concern for human being shows that you care for his needs” • characteristics of the leader: authentic(firm but modest), honest(share experiences), vulnerable (proper attitude towards challenges), real(actively involved), sincere concerne(questions without hidden intentions), experiences together (teambuilding, events with the familiy) • obtaining performance in organization – Acronime GBC: • G= germ (use of any component that generates performance); • B= behaviour(type of action tipul de actiune abordat), • C=consequences(reaction towards performance) - Autonomy- the need to direct your own life, independence - Know How – your development for something that matters, for acknowledgement - Goal – achieving“bigger things” than the one’s own person,meaningful life The new paradigm of motivation

9. Organizational communication and the adjusting to the characteristics of the generations of employees or volunteers (development according to the birth date) Generation of demographic explosion(middle of 1940 – middle of 1960) - optimism, career, assertivity, fear of aging Generation X (middle of 1960 – beginning of 1980) –scepticism, cynicism, flexibility, independence, more commitment towards friends and family, pragmatism Generaton Y (beginning of 1980 – end of 1990)– different,insure,consider themselves “the center of the Universe”, independent, full schedule for options to start in life, well educated, ambitious, attentive to the needs of the society, 2006study: 81% of young people between 13 and 25 years of age have volunteered within 12 luni Generation Z(end of 1990 - ...) – dependent on technology from early age,wish for awards without delay (immediately), maturing at an early age, to be considered “little people (not children) with discrimination, self-control and ability for judgment,dislike of risk, “throwing precaution over board equals neglect”

10. Thank You !