The document discusses volunteerism and provides guidance on recruiting and managing volunteers. It defines volunteerism, outlines who can volunteer, and describes preliminary work like understanding organizational culture and preparing staff. It then covers three methods of recruiting volunteers and how to evaluate and appreciate their work. Benefits to volunteers and organizations are also summarized. Lastly, it lists international organizations to contact for volunteering abroad.
This document summarizes the business and services of an expert who helps women through leadership coaching, speaking, and online programs. Their offerings include coaching and mentoring clients, speaking at events, running an online summit series, retreats and camps. Revenue comes from these activities as well as passive income streams. The business has expanded with a team to help schedule events and develop content. The expert aims to continue learning from other top performers and raising their skills to best help clients.
The document discusses strategies for spiritual work in the state of Madhya Pradesh, India. It outlines the IMB team's vision of multiplying churches in each district and among every people group in MP. Their primary strategy is training local church planters who will then train others. It also discusses the role Temple Baptist Church can play in supporting this work, including spearheading efforts in northern districts, supporting an urban/youth church model, and encouraging the IMB team serving in MP through prayer, communication, and financial support.
MDG 8 targets have not been fully met. Official development assistance as a percentage of GNI for most developed countries remains below the UN target of 0.7%, and debt relief has reduced but not eliminated the debt burdens of many developing countries. Market access for exports from least developed countries remains limited. Progress has been made in some areas like access to technologies, but large gaps remain, especially regarding internet access. Collaboration between governments, NGOs, and private organizations is seen as important to make further progress, but also faces challenges around coordination and differing priorities.
This presentation was developed for the North Central SHRM Student Games. It is helpful for anyone who wants to consider volunteering as way to gain valuable skills that could be helpful for professional development.
This document discusses volunteerism and the importance of developing values in action (VIA) among students at Endeavour Primary School. It provides examples of VIA activities carried out at the school, including a buddy program between older and younger students, classroom duties, litter picking, and donation drives. The document emphasizes that volunteer activities allow students to care for their school, friends, community, and develop compassion for those of different nationalities. Upcoming activities highlighted include students and teachers making cards for elderly home residents. The overall message is the importance of cultivating a spirit of volunteerism from a young age.
This is a presentation that I put together to reflect the literature review I prepared for Adult Development and Aging I. The literature review is part of my Master\'s portfolio. The presentation provides an overview of the information I reviewed on volunteerism in late life.
This document discusses why volunteerism and community activism are important for Muslims. It provides 17 reasons to volunteer, including that it fulfills Muslims' mission to enjoin good and forbid evil, allows them to be agents of positive change as representatives of God, and follows the sunnah of Prophet Muhammad. Volunteering offers benefits like staying focused, developing skills, making meaningful connections, and gaining work experience. The document encourages assessing one's intentions, skills, availability, passions, and commitment to volunteering to make a difference.
The document discusses best practices for volunteer management, including defining volunteer roles, assessing organizational needs, recruiting and selecting volunteers, onboarding and training, providing ongoing support, evaluating performance, and ensuring appreciation and retention. It emphasizes the importance of a proactive, planned approach to volunteer management that balances organizational and volunteer needs and interests.
This document summarizes the business and services of an expert who helps women through leadership coaching, speaking, and online programs. Their offerings include coaching and mentoring clients, speaking at events, running an online summit series, retreats and camps. Revenue comes from these activities as well as passive income streams. The business has expanded with a team to help schedule events and develop content. The expert aims to continue learning from other top performers and raising their skills to best help clients.
The document discusses strategies for spiritual work in the state of Madhya Pradesh, India. It outlines the IMB team's vision of multiplying churches in each district and among every people group in MP. Their primary strategy is training local church planters who will then train others. It also discusses the role Temple Baptist Church can play in supporting this work, including spearheading efforts in northern districts, supporting an urban/youth church model, and encouraging the IMB team serving in MP through prayer, communication, and financial support.
MDG 8 targets have not been fully met. Official development assistance as a percentage of GNI for most developed countries remains below the UN target of 0.7%, and debt relief has reduced but not eliminated the debt burdens of many developing countries. Market access for exports from least developed countries remains limited. Progress has been made in some areas like access to technologies, but large gaps remain, especially regarding internet access. Collaboration between governments, NGOs, and private organizations is seen as important to make further progress, but also faces challenges around coordination and differing priorities.
This presentation was developed for the North Central SHRM Student Games. It is helpful for anyone who wants to consider volunteering as way to gain valuable skills that could be helpful for professional development.
This document discusses volunteerism and the importance of developing values in action (VIA) among students at Endeavour Primary School. It provides examples of VIA activities carried out at the school, including a buddy program between older and younger students, classroom duties, litter picking, and donation drives. The document emphasizes that volunteer activities allow students to care for their school, friends, community, and develop compassion for those of different nationalities. Upcoming activities highlighted include students and teachers making cards for elderly home residents. The overall message is the importance of cultivating a spirit of volunteerism from a young age.
This is a presentation that I put together to reflect the literature review I prepared for Adult Development and Aging I. The literature review is part of my Master\'s portfolio. The presentation provides an overview of the information I reviewed on volunteerism in late life.
This document discusses why volunteerism and community activism are important for Muslims. It provides 17 reasons to volunteer, including that it fulfills Muslims' mission to enjoin good and forbid evil, allows them to be agents of positive change as representatives of God, and follows the sunnah of Prophet Muhammad. Volunteering offers benefits like staying focused, developing skills, making meaningful connections, and gaining work experience. The document encourages assessing one's intentions, skills, availability, passions, and commitment to volunteering to make a difference.
The document discusses best practices for volunteer management, including defining volunteer roles, assessing organizational needs, recruiting and selecting volunteers, onboarding and training, providing ongoing support, evaluating performance, and ensuring appreciation and retention. It emphasizes the importance of a proactive, planned approach to volunteer management that balances organizational and volunteer needs and interests.
Volunteerism is critical to the success of Akhuwat, with over 9,000 volunteers supporting 86 institutions. Volunteers conduct awareness campaigns and partner with educational institutions to enroll more volunteers. They are oriented and organized into teams to support various Akhuwat projects, including clean up campaigns, annual dinners, disbursement ceremonies, and initiatives to help those with special needs. Akhuwat volunteers present the organization at various events and assist borrowers, playing an integral role in Akhuwat's efforts to alleviate poverty.
Volunteering and altruism make important contributions to society. They help address social problems by providing services that might otherwise not exist. When people volunteer their time and skills without pay, it strengthens communities and fosters social connections between individuals.
Key learning:
* An understanding of how volunteerism and volunteers
have changed, including the key drivers for volunteering
and differences between generations.
* A working definition for member engagement and how
this strategy connects members to active volunteering.
* Examples from innovative associations which have
shifted their volunteerism to a member engagement
conversation.
* Concrete ideas and examples that you can apply to your
own organization.
This document provides guidance for teachers on implementing volunteer activities in the classroom. It suggests keeping a record of interesting web pages on social issues to use in the last 10-15 minutes of class. Students should be encouraged to watch, listen, read, think about, and take action on topics like refugees, poverty, equality, education, children's rights, and the environment. The goals are to develop critical thinking, creativity, communication skills, and promote learning about social issues through hands-on participation. Suggested activities for students include becoming campaigners, informing others, creating posters or articles, and presentations.
The document discusses volunteerism at United Way and Goodwill by Kyle, Mario, and Derek. It provides information on the amount of money raised through United Way and how its success is measured, as well as volunteer and financial details at Goodwill like the number of volunteers and donations, impact of slow sales, and ratio of volunteer to paid labor. Finally, it covers general benefits of volunteerism like increasing skills, happiness, and health.
Volunteerism is a powerful force for development and capacity building globally. Millions of people volunteer every day across many sectors such as health, construction, social services, and more. The common factor among volunteers is a commitment to the public good and working for the benefit of others rather than just themselves. Volunteerism has untapped potential and can help achieve development goals through grassroots participation and empowerment. Some motivations for volunteering include spiritual fulfillment, learning new skills, gaining life experiences, and improving mental well-being. The story of volunteerism in the Philippines highlights successful conversion of former military bases into economic zones through local volunteer efforts.
This document discusses the concept of corporate social responsibility in Islam based on references from the Quran, Hadith, and Islamic history. It covers several aspects of Islamic CSR including philanthropic activities and charities, environmental protection, fair treatment of workers, community development, ethical business practices, and prohibiting activities that endanger health and life. Throughout, it provides quotes from Islamic scripture emphasizing social justice, fairness, prohibiting oppression and exploitation.
"Stop the Funding: Social Sector is Fully Resourced." Until we see this headline across our newsfeeds, the corporate sector must continue to innovate on ways to build nonprofit capacity. Pro bono and skilled volunteering can connect the dots between the shortage of resources and the wealth of skills in the private sector. With 76% of nonprofits reporting an increase in demand for their services and over 50% unable to meet the demand, skilled volunteering programs offer a tremendous value to an organization’s infrastructure allowing for increased capacity and expanded programming. Taproot Foundation led a panel discussion with leading corporate
and nonprofit partners who shared real-life examples of succeeding at, stumbling with, and scaling skilled volunteer and pro bono programs! Attendees heard from experts and
walked away with tools supporting an increased engagement in pro bono and skilled volunteering.
This document discusses community and social services in Islam and from the teachings of Prophet Muhammad. It outlines various forms of social services like feeding the hungry, providing water and clothes, serving the sick, widows, orphans and oppressed. It discusses establishing mosques, schools and hospitals. It also discusses community services provided in North America through ICNA like food assistance programs, counseling services, youth programs and matrimonial services as well as services through other Muslim organizations and political participation.
Kindness: Why we help others, not always not everyoneNivash Kumar
People are more inclined to help identifiable victims than statistical victims. An experiment showed people donated nearly twice as much to help a single identifiable girl in need compared to helping thousands of unnamed children statistically. We feel more empathy and motivation to help when the victim is individualized, vividly described, and we feel our help can make a meaningful difference (the "drop in the bucket" effect). While problematic for large problems, this identifiable victim effect is effectively used by organizations to motivate donations by personalizing victims.
Volunteerism in Islam involves willingly offering one's time, skills, and efforts to help others and bring them benefit without expecting anything in return, solely to please God. It is considered a fundamental act of citizenship and expression of faith in society. Several hadith encourage Muslims to volunteer by alleviating others' hardships, keeping their faults concealed, supporting them financially, and spreading happiness and joy among fellow believers. True volunteerism stems from helping others selflessly and controlling one's anger for the sake of God.
This document discusses the importance of community and social service in Islam. It covers three main parts:
1) The significance of community and social service in Islam, as emphasized by various Quranic verses and hadiths.
2) The various forms of community and social services, such as feeding the hungry, providing water, clothing the needy, serving the sick, and caring for widows and orphans.
3) Examples of community and social services provided through organizations like ICNA and others in North America.
The document discusses the scope of social responsibility in Islam, which includes mutual responsibility between all members of society to meet each other's needs and extends to all of humanity. It outlines ten commandments in Islam related to worshipping God alone, treating parents and children well, not killing unjustly, and fulfilling promises. It also discusses concepts like justice, tolerance, marriage, the responsibilities of the state, and creating a society of brotherhood/sisterhood. Following Islamic principles leads to a just, secure, and stable society without issues like injustice and crime.
The document discusses the key principles of Islam, including the five pillars of faith. It emphasizes that Islam provides a complete code for both spiritual and worldly life. Social work and serving others are important religious obligations in Islam, as people are responsible for both their duties to God and their duties to other people. The document outlines who should be served, such as the poor, orphans, and those in need, as well as why Muslims are obligated to establish social services - to fulfill their religious responsibilities and translate their faith into actions that benefit humanity.
Teamwork involves people working together for a common purpose under shared values. Effective teamwork relies on strong interpersonal skills and open communication. It requires that team members listen to each other, share responsibility for tasks, and fully participate in order to achieve goals. While conflict is inevitable, strategies like frequent communication, agreeing to disagree respectfully, and focusing on shared policies can help minimize and resolve disputes to keep teams functioning well.
Team Building PowerPoint Slides include topics such as: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
KAVCO VOLUNTEER LEADERSHIP MODULE TWO RETENTIONConnie Piggott
The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
Recruiting and Training Volunteers MSW 209.pptxRomyVelasco1
This document discusses developing volunteer programs. It emphasizes the importance of planning volunteer involvement, including developing rationales, job descriptions, orientation, training, supervision, evaluation and recognition. The recruitment section notes that recruiting volunteers means asking people to work without pay, and why an organization might recruit volunteers, such as to do more work or increase awareness. It recommends researching community sectors to find potential volunteers and using various methods to recruit them, including brochures, presentations and social media. Orientation and training help volunteers understand their roles and responsibilities.
1) To successfully recruit volunteers, understand why your organization needs volunteers and design meaningful volunteer roles. Develop job descriptions and recruit volunteers to fill specific roles.
2) It is important to understand motivations for volunteering and not volunteering. Ask people directly and address any concerns about volunteering.
3) As a recruiter, be aware of trends that impact volunteering and how volunteer needs and opportunities may change over time. Focus on retaining volunteers through training, communication, and appreciation.
This document discusses best practices for recruiting, training, evaluating, and retaining volunteers for nonprofit organizations. It provides statistics on volunteering in the US and reasons why individuals volunteer. The key aspects of an effective volunteer program covered are developing job descriptions, training volunteers on the organization's mission and their specific roles, evaluating volunteer performance, recognizing volunteers for their contributions, and ensuring volunteers are properly matched to positions. The goal is to implement purpose-driven volunteerism where volunteers' skills and motivations align with the nonprofit's needs.
Volunteerism is critical to the success of Akhuwat, with over 9,000 volunteers supporting 86 institutions. Volunteers conduct awareness campaigns and partner with educational institutions to enroll more volunteers. They are oriented and organized into teams to support various Akhuwat projects, including clean up campaigns, annual dinners, disbursement ceremonies, and initiatives to help those with special needs. Akhuwat volunteers present the organization at various events and assist borrowers, playing an integral role in Akhuwat's efforts to alleviate poverty.
Volunteering and altruism make important contributions to society. They help address social problems by providing services that might otherwise not exist. When people volunteer their time and skills without pay, it strengthens communities and fosters social connections between individuals.
Key learning:
* An understanding of how volunteerism and volunteers
have changed, including the key drivers for volunteering
and differences between generations.
* A working definition for member engagement and how
this strategy connects members to active volunteering.
* Examples from innovative associations which have
shifted their volunteerism to a member engagement
conversation.
* Concrete ideas and examples that you can apply to your
own organization.
This document provides guidance for teachers on implementing volunteer activities in the classroom. It suggests keeping a record of interesting web pages on social issues to use in the last 10-15 minutes of class. Students should be encouraged to watch, listen, read, think about, and take action on topics like refugees, poverty, equality, education, children's rights, and the environment. The goals are to develop critical thinking, creativity, communication skills, and promote learning about social issues through hands-on participation. Suggested activities for students include becoming campaigners, informing others, creating posters or articles, and presentations.
The document discusses volunteerism at United Way and Goodwill by Kyle, Mario, and Derek. It provides information on the amount of money raised through United Way and how its success is measured, as well as volunteer and financial details at Goodwill like the number of volunteers and donations, impact of slow sales, and ratio of volunteer to paid labor. Finally, it covers general benefits of volunteerism like increasing skills, happiness, and health.
Volunteerism is a powerful force for development and capacity building globally. Millions of people volunteer every day across many sectors such as health, construction, social services, and more. The common factor among volunteers is a commitment to the public good and working for the benefit of others rather than just themselves. Volunteerism has untapped potential and can help achieve development goals through grassroots participation and empowerment. Some motivations for volunteering include spiritual fulfillment, learning new skills, gaining life experiences, and improving mental well-being. The story of volunteerism in the Philippines highlights successful conversion of former military bases into economic zones through local volunteer efforts.
This document discusses the concept of corporate social responsibility in Islam based on references from the Quran, Hadith, and Islamic history. It covers several aspects of Islamic CSR including philanthropic activities and charities, environmental protection, fair treatment of workers, community development, ethical business practices, and prohibiting activities that endanger health and life. Throughout, it provides quotes from Islamic scripture emphasizing social justice, fairness, prohibiting oppression and exploitation.
"Stop the Funding: Social Sector is Fully Resourced." Until we see this headline across our newsfeeds, the corporate sector must continue to innovate on ways to build nonprofit capacity. Pro bono and skilled volunteering can connect the dots between the shortage of resources and the wealth of skills in the private sector. With 76% of nonprofits reporting an increase in demand for their services and over 50% unable to meet the demand, skilled volunteering programs offer a tremendous value to an organization’s infrastructure allowing for increased capacity and expanded programming. Taproot Foundation led a panel discussion with leading corporate
and nonprofit partners who shared real-life examples of succeeding at, stumbling with, and scaling skilled volunteer and pro bono programs! Attendees heard from experts and
walked away with tools supporting an increased engagement in pro bono and skilled volunteering.
This document discusses community and social services in Islam and from the teachings of Prophet Muhammad. It outlines various forms of social services like feeding the hungry, providing water and clothes, serving the sick, widows, orphans and oppressed. It discusses establishing mosques, schools and hospitals. It also discusses community services provided in North America through ICNA like food assistance programs, counseling services, youth programs and matrimonial services as well as services through other Muslim organizations and political participation.
Kindness: Why we help others, not always not everyoneNivash Kumar
People are more inclined to help identifiable victims than statistical victims. An experiment showed people donated nearly twice as much to help a single identifiable girl in need compared to helping thousands of unnamed children statistically. We feel more empathy and motivation to help when the victim is individualized, vividly described, and we feel our help can make a meaningful difference (the "drop in the bucket" effect). While problematic for large problems, this identifiable victim effect is effectively used by organizations to motivate donations by personalizing victims.
Volunteerism in Islam involves willingly offering one's time, skills, and efforts to help others and bring them benefit without expecting anything in return, solely to please God. It is considered a fundamental act of citizenship and expression of faith in society. Several hadith encourage Muslims to volunteer by alleviating others' hardships, keeping their faults concealed, supporting them financially, and spreading happiness and joy among fellow believers. True volunteerism stems from helping others selflessly and controlling one's anger for the sake of God.
This document discusses the importance of community and social service in Islam. It covers three main parts:
1) The significance of community and social service in Islam, as emphasized by various Quranic verses and hadiths.
2) The various forms of community and social services, such as feeding the hungry, providing water, clothing the needy, serving the sick, and caring for widows and orphans.
3) Examples of community and social services provided through organizations like ICNA and others in North America.
The document discusses the scope of social responsibility in Islam, which includes mutual responsibility between all members of society to meet each other's needs and extends to all of humanity. It outlines ten commandments in Islam related to worshipping God alone, treating parents and children well, not killing unjustly, and fulfilling promises. It also discusses concepts like justice, tolerance, marriage, the responsibilities of the state, and creating a society of brotherhood/sisterhood. Following Islamic principles leads to a just, secure, and stable society without issues like injustice and crime.
The document discusses the key principles of Islam, including the five pillars of faith. It emphasizes that Islam provides a complete code for both spiritual and worldly life. Social work and serving others are important religious obligations in Islam, as people are responsible for both their duties to God and their duties to other people. The document outlines who should be served, such as the poor, orphans, and those in need, as well as why Muslims are obligated to establish social services - to fulfill their religious responsibilities and translate their faith into actions that benefit humanity.
Teamwork involves people working together for a common purpose under shared values. Effective teamwork relies on strong interpersonal skills and open communication. It requires that team members listen to each other, share responsibility for tasks, and fully participate in order to achieve goals. While conflict is inevitable, strategies like frequent communication, agreeing to disagree respectfully, and focusing on shared policies can help minimize and resolve disputes to keep teams functioning well.
Team Building PowerPoint Slides include topics such as: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
KAVCO VOLUNTEER LEADERSHIP MODULE TWO RETENTIONConnie Piggott
The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
Recruiting and Training Volunteers MSW 209.pptxRomyVelasco1
This document discusses developing volunteer programs. It emphasizes the importance of planning volunteer involvement, including developing rationales, job descriptions, orientation, training, supervision, evaluation and recognition. The recruitment section notes that recruiting volunteers means asking people to work without pay, and why an organization might recruit volunteers, such as to do more work or increase awareness. It recommends researching community sectors to find potential volunteers and using various methods to recruit them, including brochures, presentations and social media. Orientation and training help volunteers understand their roles and responsibilities.
1) To successfully recruit volunteers, understand why your organization needs volunteers and design meaningful volunteer roles. Develop job descriptions and recruit volunteers to fill specific roles.
2) It is important to understand motivations for volunteering and not volunteering. Ask people directly and address any concerns about volunteering.
3) As a recruiter, be aware of trends that impact volunteering and how volunteer needs and opportunities may change over time. Focus on retaining volunteers through training, communication, and appreciation.
This document discusses best practices for recruiting, training, evaluating, and retaining volunteers for nonprofit organizations. It provides statistics on volunteering in the US and reasons why individuals volunteer. The key aspects of an effective volunteer program covered are developing job descriptions, training volunteers on the organization's mission and their specific roles, evaluating volunteer performance, recognizing volunteers for their contributions, and ensuring volunteers are properly matched to positions. The goal is to implement purpose-driven volunteerism where volunteers' skills and motivations align with the nonprofit's needs.
This document discusses volunteer management and motivation. It provides a 5-step process for volunteer management: 1) create a plan using a logic model, 2) recruit and screen volunteers, 3) orient and train volunteers, 4) supervise and recognize volunteers, and 5) evaluate the program. It also discusses common motivators for volunteering such as praise, accomplishment, affiliation, and influence. Recognition is important for retaining volunteers by matching it to their motivations.
Takoma, it's time to step up volunteering!
During this session we will explore volunteer recruitment strategies, including using technology and social media to market, promote and retain volunteers...
come prepared to think about the volunteers you are trying to attract (who is your target volunteer?), current strategies or plans you are using for recruitment, ways in which you are supporting and retaining volunteers (do they have clear assignments, understanding of the organizational mission), and some ideas on your desired outcome.
We will delve into this and more as we answer questions and show examples of innovative ways to recruit and retain volunteers including using the StepUpTakoma website to market and promote your positions.
KAVCO VOLUNTEER LEADERSHIP MODULE THREE SUPERVISIONConnie Piggott
The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
Fighting Hunger Together: The Basics of Volunteer ManagementVolunteerMatch
Modeled on our popular webinar The New Volunteer Manager’s Toolkit we’ll discuss all of the basic program components from volunteer handbooks to creating a comprehensive volunteer retention plan popular in volunteer engagement, but with a focus on the needs of hunger relief organizations. This webinar was originally designed for new volunteer managers, but even seasoned professionals can learn something new.
This document discusses volunteer engagement and management for libraries. It defines volunteer engagement as a cooperative relationship where volunteers help define their work. Keys to engagement include meaningful work, connecting volunteers to the organization's mission, and evaluating programs. The document provides tools for evaluating and evolving volunteer programs, including developing position descriptions, recruitment plans, and training volunteers. It emphasizes involving volunteers in shaping programs and creating flexibility.
This document discusses managing teams of volunteers. It begins by asking about motivations for volunteering and lists common motivations like seeing a need and wanting to help, family example, desire to serve, personal commitment to a cause, need to be needed, and spiritual drive. It discusses recognizing volunteers' motivations to help prime good feeling in them. The document addresses challenges like an aging volunteer pool and differences between generations in their volunteering styles and needs. It provides tips for effectively recruiting, inducting, managing, and supporting volunteers. Opportunities discussed include enabling one-off volunteering and providing a sense of community and ownership for volunteers.
This document outlines strategies for volunteer recruitment and retention. It discusses current trends showing women volunteer slightly more than men, and people in major cities volunteer less. Volunteering peaks from ages 45-54. Most volunteers want flexible, short-term roles due to time constraints. The document provides 4 steps for recruitment: identify roles, create position descriptions, identify ideal volunteers, and find them. It also discusses motivations using the Functional Approach and provides 4 steps for retention: support, performance management, recognition, and training.
The document outlines an eight step volunteer management cycle including role definition, risk management, position design, recruitment, intake and screening, orientation and training, supervision and feedback, recognition, and retention. It emphasizes minimizing risk, having the right person for the right job through proper screening and training, providing feedback, and ensuring volunteers feel valued to support retention. Record keeping is also highlighted as important for effective volunteer management.
Coaching material and tools for altruistic entrepreneurs -mentors - Module 4.pdfBrodoto
This document provides an overview of coaching materials and modules for mentors of social entrepreneurs. The 4 modules are: 1) Introduction to social entrepreneurship, 2) Matchmaking, 3) Cooperation strategies, and 4) How to create value as a successful mentor. The final module focuses on self-reflection exercises to help mentors understand their motivations, competencies, and develop a mentor profile. Effective mentoring requires open communication, clearly defined goals, passion, trust, knowledge sharing, independence and collaboration. Success depends on mentors' willingness to develop others and mentees' responsibility in the relationship. Tools are provided to help mentors assess their work-life balance, strengths, values, and what they can offer mentees
This document provides information about the requirements to become an authorized youth minister in the Sheffield Diocese. It states that to be authorized, one must belong to an Anglican church in the diocese, complete the Aurora Course to at least level 2 with a full portfolio, complete a lay ministry agreement with their incumbent, have an up-to-date DBS check no more than 5 years old, and have completed suitable safeguarding training in the last 3 years. Authorization lasts 3 years and can be renewed by completing a new agreement and staying up-to-date with requirements.
This document provides information about managing volunteers, including statistics on volunteering in the US, recruiting volunteers, retaining volunteers, and developing volunteer programs. Specifically, it notes that in 2006-2007, 60.8 million people in the US volunteered, amounting to 26.2% of the population. It emphasizes the importance of understanding why people volunteer and matching volunteers to suitable roles based on their motivations. The document also outlines best practices for organizations in developing volunteer infrastructure, setting goals, and assessing volunteer programs.
The document describes several methods to identify unmet needs in eHealth:
1. In-depth interviews with stakeholders such as CIOs, medical directors, and patient groups to obtain deep insights but require validation.
2. Focus groups with patients and stakeholders to identify and prioritize common unmet needs through moderated discussion but require logistical effort.
3. An "unmet needs corner" at eHealth events to efficiently capture needs from attendees through an engaging visual display.
4. Online surveys to collect feedback from a large audience but may not be representative and require trust and motivation to respond.
5. Third-party challenges where organizations identify needs and solicit solutions, awarding winners visibility, recognition
This document defines social group work and outlines its objectives and characteristics. Social group work is defined as a method that helps individuals enhance their social functioning through purposeful group experiences. It aims to develop individuals and help them cope with personal, group, and community problems. Objectives include developing individual skills and leadership while preparing people for social change. Characteristics include being practiced by the group itself and developing human personality. The document also lists Trecker's 10 principles of social group work and the skills required, such as establishing relationships, analyzing group situations, and using community resources.
This document provides guidance for G4S employees on effective recruitment practices. It emphasizes the importance of strategic resourcing to meet organizational needs. The recruitment process involves defining job requirements, attracting suitable candidates, and selecting the best person through a fair process. Interviewers must prepare thoroughly, ask behavioral questions, remain unbiased, and comply with equal opportunity laws. With inclusive recruiting, a diverse workforce can be achieved that reflects the community and enhances business objectives.
2. Content
1. What is volunteerism and who can be a volunteer?
2.Preliminary work before recruiting volunteers
3. The three main methods of recruiting volunteers
4. Evaluation and monitoring of volunteer work
5. Benefits to the volunteers and organization
6. Which organizations to apply to get volunteers from abroad and to
volunteer abroad?
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 life
and 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 volunteerism
2. Volunteerism is the expression of free will
3. Volunteerism benefit both to the third party and to the volunteer
4. Both young people, skillful people, pensioners and elder people can be a
volunteer, even a person with special needs can be a volunteer, if we provide him
with necessary equipments and space. To recruit volunteers we should take into
consideration the culture, tradition and the social life of a person.
Volunteers are compassionate people. Not only do they feel compassion towards
people in need, they believe they can take personal action to help improve the
welfare of others. Volunteers give their time to all kinds of organizations.
The work of volunteers should be organized in an effective way. Before assigning
the volunteers a task, the organization should take into consideration the personal
abilities of the volunteers. To have effective result the organization should include
people with different age, specialties and abilities.
5. 2. Preliminary work before recruiting the
volunteers
1. Make sure you understand your nonprofit’s culture and work
environment
2. Make the match between culture and volunteer
3. Make sure your organization is prepared for volunteers
4. Prepare the staff
5. Volunteer position description
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 volunteer
Your 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 are
comfortable following procedures and policies of your organization. If it is loosely organized, you
may want to look for individuals who are self-starters and enjoy working when they don’t get any
commands.
So, analyze your organization before you recruit volunteers, so you will be able to make a better
match between volunteers and organization.
7. 3. Make sure your organization is prepared for volunteers
In this case you should answer the following questions:
1. Does top management support volunteer work and appreciate the value the volunteers
can 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 staff
It is very important for the staff to be able to answer the questions of volunteers and to speak
knowledgeably about the missions of the organization. Make sure that everyone in the office who
receives calls from people expressing an interest in volunteering knows who is in charge of volunteer
management and to whom transfer the call or forward a message. And the most important thing:
Never ask a volunteer to call back!
8. 5. Volunteer position description
Կամավորական գործընթացի նկարագրություն
Volunteer position desripction plays and essencial role in volunteer recruitment. It
includes the assignments, skills, abilities and interests to perform the volunteer task
successfully.
There are many ways to write the position description but there are some components
that you should cover. The basic components are:
1. Position Title
2. Work Location
3. Purpose of the Position
4. Resposibilities and Duties
5. Qualifications
6. Commitment Expected
7. Training
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 Location
Can the work be done at home, or in the office or at a particualr site?
3.Purpose of the Position
How will the volunteer’s work effect the project’s outcome, clients or mission? It is
important to identify the expected impact so that volunteer will understand thow
important his work is.
10. Կամավորական գործընթացիDuties
4.Resposibilities and նկարագրություն
Specifically identify the volunteer position responsibilities and duties. Define
what is expected for the volunteers.
5. Qualifications
It is clrealy mentioned the required qealifications for any volunteer position. It includes
education, personal charachteristics, skills, abilities and experience required.
6. Commitment Expected
It is necessery to mention what you expect from volunteers. Include theb length
of service, hours per week, hours per day, and weekend work.
7. Training
List what training the volunteer will receive.
11. 3. Three main methods of recruiting volunteers
1. Warm Body Recruitment
When you need a large number of volunteers for a short period of
time and the qualifications of the task are minimal, you might
engage in “Warm Body Recruitment”. This involves a broad
dissemination of information, including.
• Distribution of brochures
• Posters
• Speaking to groups
• Notices in appropriate media
• Word of mouth
12. 2. Targeted Recruitment
The 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 volunteers
that you need. Once you locate a source of such volunteers, simply
take your recruitment message directly to them.
13. 3. Concentric Circles Recruitment
This type of recruitment requires you to identify the population that are
already in direct or indirect contact with your organization and then take
your 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 to
solve.
You will succeed in persuading them to volunteer than complete
strangers.
14. Recruitment message
No matter which recruitment method you use, you should have a compelling
message. It should explain why it is worth volunteer’s time. Your message
should be short, simple, and show the need for the volunteer’s service and the
good he/she can do. Stress the need of the community for the service, but also
point out the benefits, skills and valuable experience that the volunteer will
gain.
Asking
Finally, be sure to directly ask people to volunteer. Have your staff and
volunteers to ask their friends to volunteer. Provide them with necessary
information
15. 4. Monitoring and evaluation of volunteer work
1. Volunteers want you to be prepared for them
If you want to send a volunteer to an office to work, you should prepare the office
beforehand, 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 welcomed
Show 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 let
your volunteer feel uncomfortable. Show that your organization is warm, friendly
and happy to see your volunteer.
16. 3. Volunteers want good training
Even if the task is a simple one, take a time to explain and demonstrate it. Ask
another volunteer to help the new one.
When training a group of volunteers, try to use group involvement, Volunteers
don’t want to be lectured. They want to take part in the training. During the
training mention the work that should be done by volunteers, indicate the aim of
the 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 of
your volunteers as extra staff who are capable of performing difficult tasks that
take advantage of their skills and experience. Provide leadership opportunities to
those volunteers, who are willing and have the time to shoulder more
responsibilities.
17. 5. Volunteers want to know up front how much time the job will take
Everybody is busy and many volunteers have time for short term
assignments. That’s why it is very important to mention how much time your
job 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 the
holidays. Think about offering “alternative” opportunities.
6. Volunteers want to be appreciated
Tell your volunteers frequently that they are doing a very good job. Come up
with some creative ways of saying thanks, invite them for a launch, send
them a small gift or a thank you card.
18. 7. Volunteers what to be communicated with
Regular communication motivates volunteers, while the lack of it is the reason
volunteers become dissatisfied. Volunteers like when somebody looks after them. If
your organization doesn’t have a volunteer coordinator, assign someone who will do
it. 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 the
office, have meetings with them.
8. Volunteers want to know that they are helping to make the world a better
place
Let your volunteers know how they are making a difference. Tell them successful
stories. Show them their impact on the realization of the goals of the organization.
19. 9. Volunteers want to get acquainted with new people
Provide them with this opportunity. If you think that a couple of volunteers
can work together get them acquainted with each other, invite your
volunteers to your events, provide them with these opportunities.
10. Volunteers want to learn something new
Anyone who would like to volunteer is likely to have a willingness to gain
new skills and acquire new information. Provide them with that opportunity.
Turning the training into a mini-educational experience will be highly
valued by the volunteers.
20. 5. Benefits to the volunteers and the organization
Volunteerism benefits both to the community and the volunteer
developing trust, peace and mutual respect towards each other
Benefits 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. 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. 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 volunteers
from abroad. They are:
• http://armenia.peacecorps.gov/applyforpcv.php- Peace
Corps
• "Youth Initiative Centre" NGO – yic_ngo@yahoo.com
yic@info.am
• www.armenianvolunteer.org, www.avc.am
email: info@avc.am
• Amnesty international
• OXFAM
• World Vision
23. Volunteer opportunities in foreign countries
• www.worldvolunteerweb.org.
• www.onlinevolunteering.org
• http://www.unv.org/how-to-volunteer.html
• Global Volunteer Network
• United Nations Volunteers
• World Volunteer Web
• Global Impact
• Global Service Corps
• Transitions Abroad
• GeoVisions
• VolunTourism
• i-to-i LifeChangingTravel