Question

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Volunteers come into organisation with different motives and expectations, and with a diverse range of backgroungs, interests, skills and experiences

Recruitment

A Recruitment policy helps to ensure that you are clear about:

• What volunteer-based services you are providing
• How you will bring volunteers into your organisation.
• What kind of volunteers you plan to recruit
• How they will be involved

Procedures will vary between organisations, but should outline the how your policy will be put into action.

1. Develop recruitment, selection and induction policies and procedures:

a. Analyse strategic and operational plans and policies to identife relevant policies and objectives.

b. Develop recruitment, selection and induction policies and procedures and supporting documents

c. Review options for technology to improve efficiency and effectiveness of recruitment and selection process.

d. Obtain support for policies and procedures from senior managers

e. Trial forms and documents supporting policies and procedures and make necessary adjustments

f. Communicate policies and procedures to relevant staff and provide training if required

Human resource plan is an operational plan that establishes a staffing profile to ensure the organisation's workforce is managed within the projected budget.

The Human resource plan aligns staffing staffing profiles and levels to projected key tasks and strategic priorities . Senior human resources management in consultation with senior management generally drives this plan and departmental managers, with input from human resources team members.

It has been debated many times, but the question of whether recruitment is best done with internal or external resources can only be answered at an organisational level, based upon a cost-benefit analysis

Answer 1

Organisation like Schlumberger and Rio Tinto have been offeeing voluntary experience to employee in filed of education where employees teach underprivileged students, share learnings, sharing of education resources and mentoring services at free cost.

Volunteers can be brought by linking employees compensation to voluntary contributions and subsequently rewarding them woth experience certificate which can be demonstrated ahead in career.

Organisinations can additionally recruit volunteers who are dedicated for special CSR programmes and multiple volunteering projects. Those volunteering candidates who are passionate to give it back to society and are willing to travel to multiple countries. A special dedicated job role named CSR Lead can help organisation pay handsomely to such volunteers and expatriate them for global opportunities will help leverage organisational brand image and boost CSR proliferation.

Operational Plan and Induction mechanism

Staffing global organisation requires methods like Social Media Hiring, Referral Hiring, and Thid Party Consulting based Hiring which gives quality candidates.

Social media hiring is best for cultural fitments however can be skeptical which is disadvantage as it doesnt give an holistic view.

Referral hiring is another effective way because of trust and Recommendations shown. However it can be disadvantageous if referrences are unchecked and unverified.

Consulting based hiring gives top level candidates based on requirements and expectations. However disadvantages being cost of hiring is very high.

Organisinations must check for quality and skills as well as qualification like global experience, overall countries travelled, cross border cross domain management skills, Leadership skills, International relations management, Team building.

Predeparting on boarding opportunity is very critical for global success and hence candidates must b egiven training in global countries and should be given sufficient time to adapt to its culture and way of doing business and then should be expatriated. Here entire family expenses are taken care of and sufficient financial and administrative support is offered for ease if transition to new nation.

Ongoung training will incorporate learning through peers, transition counselling through past expatriates, reverse mentoring and case studies and collaborative approach like on job training with senuor leaders. Here expatriates are offered regular support to understand working culture, management style and organisation structure and systems.

Repatriation policies like attractive remuneration and total rewards package, career development plan for next 5 years, family health and insurance, children schooling and education support, long term stock options and bonsues, flatter hierarchy.

US employments laws like Equal opportunities as per Civil Rights act Article VI is most important and critical to be considered when in UsA as major emphasis is given on non discrimination policy of hiring. Other Acts being Sarbanes Oxley Act and Foreign Corrupt Practice Act which leaders must be aware of for ethical compliance and demonstrating integrity and honesty.

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