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Volunteerism english


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Volunteerism english

  1. 1. By Shoghik Mikayelyan
  2. 2. Content1. What is volunteerism and who can be a volunteer?2.Preliminary work before recruiting volunteers3. The three main methods of recruiting volunteers4. Evaluation and monitoring of volunteer work5. Benefits to the volunteers and organization6. Which organizations to apply to get volunteers from abroad and tovolunteer abroad?
  3. 3. 1.What is volunteerism and who can be a volunteer?Volunteerism is non-paid realized activity in the sake of others’ well-being.Volunteerism is a vital and important part of the nonprofit sector.It increases the reach and effectiveness of the organizations.Volunteerism is a powerful means of engaging people in the development of the social lifeand it can transform the pace and nature of development.The three main principals of volunteerism are:1. Financial benefit is not the main purpose of the volunteerism2. Volunteerism is the expression of free will3. Volunteerism benefit both to the third party and to the volunteer
  4. 4. Both young people, skillful people, pensioners and elder people can be avolunteer, even a person with special needs can be a volunteer, if we provide himwith necessary equipments and space. To recruit volunteers we should take intoconsideration the culture, tradition and the social life of a person.Volunteers are compassionate people. Not only do they feel compassion towardspeople in need, they believe they can take personal action to help improve thewelfare of others. Volunteers give their time to all kinds of organizations.The work of volunteers should be organized in an effective way. Before assigningthe volunteers a task, the organization should take into consideration the personalabilities of the volunteers. To have effective result the organization should includepeople with different age, specialties and abilities.
  5. 5. 2. Preliminary work before recruiting the volunteers1. Make sure you understand your nonprofit’s culture and work environment2. Make the match between culture and volunteer3. Make sure your organization is prepared for volunteers4. Prepare the staff5. Volunteer position description
  6. 6. 1. Make sure that you understand your nonprofit’s culture and work environment Each organization has a certain personality, that is set up by the director of the nonprofit. For instance there are formal organizations, that set up boundaries and chains of command and the employees are cold. There are organizations that have friendly environment. 2. Make sure to match culture and volunteerYour organization’s culture will determine the type of volunteer you recruit.For instance, if your organization is hierarchical, you may want to find people who arecomfortable following procedures and policies of your organization. If it is loosely organized, youmay want to look for individuals who are self-starters and enjoy working when they don’t get anycommands.So, analyze your organization before you recruit volunteers, so you will be able to make a bettermatch between volunteers and organization.
  7. 7. 3. Make sure your organization is prepared for volunteersIn this case you should answer the following questions: 1. Does top management support volunteer work and appreciate the value the volunteerscan bring?2. Are the staff prepared and willing to help with training and supervising volunteers?3. Is there a place for volunteers to work with necessary supplies and available equipments? 4. Have you prepared recruitment materials such as brochures, flyers, volunteer handbook? 4. Prepare the staffIt is very important for the staff to be able to answer the questions of volunteers and to speakknowledgeably about the missions of the organization. Make sure that everyone in the office whoreceives calls from people expressing an interest in volunteering knows who is in charge of volunteermanagement and to whom transfer the call or forward a message. And the most important thing:Never ask a volunteer to call back!
  8. 8. 5. Volunteer position description Կամավորական գործընթացի նկարագրությունVolunteer position desripction plays and essencial role in volunteer recruitment. Itincludes the assignments, skills, abilities and interests to perform the volunteer tasksuccessfully.There are many ways to write the position description but there are some componentsthat you should cover. The basic components are:1. Position Title2. Work Location3. Purpose of the Position4. Resposibilities and Duties5. Qualifications6. Commitment Expected7. Training
  9. 9. Կամավորական1. Position Title գործընթացի նկարագրություն The specific, descriptive title ensures the volunteers that the staff and the orther volunteers understand his role in the organization. 2. Work LocationCan the work be done at home, or in the office or at a particualr site? 3.Purpose of the PositionHow will the volunteer’s work effect the project’s outcome, clients or mission? It isimportant to identify the expected impact so that volunteer will understand thowimportant his work is.
  10. 10. Կամավորական գործընթացիDuties 4.Resposibilities and նկարագրությունSpecifically identify the volunteer position responsibilities and duties. Definewhat is expected for the volunteers. 5. QualificationsIt is clrealy mentioned the required qealifications for any volunteer position. It includeseducation, personal charachteristics, skills, abilities and experience required. 6. Commitment ExpectedIt is necessery to mention what you expect from volunteers. Include theb lengthof service, hours per week, hours per day, and weekend work. 7. TrainingList what training the volunteer will receive.
  11. 11. 3. Three main methods of recruiting volunteers1. Warm Body RecruitmentWhen you need a large number of volunteers for a short period oftime and the qualifications of the task are minimal, you mightengage in “Warm Body Recruitment”. This involves a broaddissemination of information, including.• Distribution of brochures• Posters• Speaking to groups• Notices in appropriate media• Word of mouth
  12. 12. 2. Targeted RecruitmentThe targeted recruitment requires a carefully planned approach to a small audience. Use this method when you are trying to recruit volunteers with specific skills. The targeted campaign requires, at the outset, that you answer several questions:• What do we need?• Who could provide this?• How can we communicate with them?• What would motivate them?These questions will help you to identify and locate the volunteersthat you need. Once you locate a source of such volunteers, simplytake your recruitment message directly to them.
  13. 13. 3. Concentric Circles RecruitmentThis type of recruitment requires you to identify the population that arealready in direct or indirect contact with your organization and then takeyour recruiting massage to them.This population includes:• Your clients, their families and relatives• Alumni of your programs• Friends of your current volunteers and staff• People in the neighborhood of your organization• People, who have been affected by the problem you are attempting tosolve.You will succeed in persuading them to volunteer than completestrangers.
  14. 14. Recruitment messageNo matter which recruitment method you use, you should have a compellingmessage. It should explain why it is worth volunteer’s time. Your messageshould be short, simple, and show the need for the volunteer’s service and thegood he/she can do. Stress the need of the community for the service, but alsopoint out the benefits, skills and valuable experience that the volunteer willgain.AskingFinally, be sure to directly ask people to volunteer. Have your staff andvolunteers to ask their friends to volunteer. Provide them with necessaryinformation
  15. 15. 4. Monitoring and evaluation of volunteer work1. Volunteers want you to be prepared for themIf you want to send a volunteer to an office to work, you should prepare the officebeforehand, provide with the necessary equipments, job description, have some-thing to do immediately, otherwise volunteer will see your organization as dis-organized and inconsiderate.2. Volunteers want to feel welcomedShow your volunteer around, introduce him/her with the staff and other volun-teers, have your executive director to drop by and say hello and thanks. Don’t letyour volunteer feel uncomfortable. Show that your organization is warm, friendlyand happy to see your volunteer.
  16. 16. 3. Volunteers want good trainingEven if the task is a simple one, take a time to explain and demonstrate it. Askanother volunteer to help the new one.When training a group of volunteers, try to use group involvement, Volunteersdon’t want to be lectured. They want to take part in the training. During thetraining mention the work that should be done by volunteers, indicate the aim ofthe work and the methods that you will use to evaluate their work.4. Volunteers want to do interesting work.Don’t use the volunteers to do the tasks your staff doesn’t want to do. Think ofyour volunteers as extra staff who are capable of performing difficult tasks thattake advantage of their skills and experience. Provide leadership opportunities tothose volunteers, who are willing and have the time to shoulder moreresponsibilities.
  17. 17. 5. Volunteers want to know up front how much time the job will takeEverybody is busy and many volunteers have time for short termassignments. That’s why it is very important to mention how much time yourjob will need, mention how many hours your volunteer should work per week,whether you need your volunteer to work on the week-ends or during theholidays. Think about offering “alternative” opportunities.6. Volunteers want to be appreciatedTell your volunteers frequently that they are doing a very good job. Come upwith some creative ways of saying thanks, invite them for a launch, sendthem a small gift or a thank you card.
  18. 18. 7. Volunteers what to be communicated withRegular communication motivates volunteers, while the lack of it is the reasonvolunteers become dissatisfied. Volunteers like when somebody looks after them. Ifyour organization doesn’t have a volunteer coordinator, assign someone who will doit. Be ready to listen to your volunteers and respond to their concerns immediately.Don’t just communicate with them via email, telephone them, invite to drop by theoffice, have meetings with them.8. Volunteers want to know that they are helping to make the world a betterplaceLet your volunteers know how they are making a difference. Tell them successfulstories. Show them their impact on the realization of the goals of the organization.
  19. 19. 9. Volunteers want to get acquainted with new peopleProvide them with this opportunity. If you think that a couple of volunteerscan work together get them acquainted with each other, invite yourvolunteers to your events, provide them with these opportunities.10. Volunteers want to learn something newAnyone who would like to volunteer is likely to have a willingness to gainnew skills and acquire new information. Provide them with that opportunity.Turning the training into a mini-educational experience will be highlyvalued by the volunteers.
  20. 20. 5. Benefits to the volunteers and the organizationVolunteerism benefits both to the community and the volunteerdeveloping trust, peace and mutual respect towards each otherBenefits to the volunteers:• Connect with the community• Gain new skills• Expand their horizons• Improve communication skills• Gain new friends• Find out about social problems• Meet new people• Gain professional satisfaction
  21. 21. Benefits to the organization:• The quality of the service of the organization will be improved• New resources will be gained• The community will recognize the organization• The projects of the organization will be developed• New volunteers will be gained
  22. 22. 6. Which organizations to apply to get volunteers from abroad and to volunteer abroad?There are a number of organizations that you can apply to get volunteersfrom abroad. They are:• Peace Corps• "Youth Initiative Centre" NGO –•, email:• Amnesty international• OXFAM• World Vision
  23. 23. Volunteer opportunities in foreign countries•••• Global Volunteer Network• United Nations Volunteers• World Volunteer Web• Global Impact• Global Service Corps• Transitions Abroad• GeoVisions• VolunTourism• i-to-i LifeChangingTravel