2. Volunteerism
• “the practice of people working on behalf of others or a
particular cause without payment for their time and
services” - wikipedia

3. Motivation?
• “selfless concern for the welfare of others” – altruism
• develop skills/relationships
• passion
• give back to society

4. Pros & Cons
Pros
– Cost effective
– Enthusiasm
– New ideas
Cons
– Commitment/Performance
– Relationship with staff
– Conflict of interest

5. Our Project
• Ang Mo Kio – Thye Hua Kwan Hospital
• Structure - dependent on volunteers
• Management Issues
• Volunteers vs. Permanent Staff
• Analysis of HR concepts
• Recommendations

7. Background of AMK-THKH
Leading Provider of
Rehabilitative Care in Singapore
Mission:
To serve and reach out to patients,
their families and the community
regardless of race, colour, creed,
language, culture and religion.

8. Background of AMK-THKH
Volunteers can be broken into two categories:
Individuals Corporate
Schools
Local
Community

9. Background of AMK-THKH
Volunteers are important for three reasons:
Time Ideas Integration

11. Interview Training
Organizational Structure of
Volunteers
Volunteers are managed by the Care & Counseling Team

12. Volunteer Demographics &
Activities
Current Activities Include:
Board Games Karaoke Sessions Haircut
Approximately 50 Regular Volunteers

13. Volunteer Management Issues
Demands of Senior
Volunteers
Partnership
role
Irregular volunteer
pool
Volunteer
Appreciation
Forced
volunteerism
Mindset
change

14. Trend and Development
Individuals Corporate
Schools
Local
Community

15. Volunteer Event

17. Human Resource Allocation
Volunteers as
Support Role
Frontline &
Essential Duties
• No Contractual Obligations
• Open Selection of Volunteers
• Budget Restrains

18. Diversity
Enhance
understanding of
different people
in society
Learn and
recognize one
another’s
differences
Boosting team
cooperation and
sensitivity

19. Diversity
Regular volunteers distribution:
-Attract young volunteers
-Reach out to school organizations

20. 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

21. 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

22. Career Competencies &
Career Capital
Bounded vs. Unbounded benefits

23. ∑Career Competencies = Career Capital
Career Competencies &
Career Capital

24. Psychological Contracts
Transactional vs. Relational aspects
Transactional
Monetary value
Relational
Cannot be readily
quantified

25. Psychological Contracts
Balance between
Transactional and Relational Aspect

27. 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