Sample Education Coursework Paper on Recruitment and Retention Guide

Introduction

 The importance of establishing a good recruitment and retention plan in an organization include the long-term benefits it has both to the growth and competitiveness of the institution. Understandably, the selection and maintaining of the right employees in the company saves time, helps in the allocation of different resources and assists in improving the quality of goods or services offered by the entity. As such, the quality of staff in the enterprise can be considered as one of the strengths that help the company formulate unique strategies that are essential in increasing the amount of output recorded over a particular period (Butler & Wilson, 2015).

Equally, any approach selected to assist in ensuring that both the recruitment and retention programs are achieved must be in line with the objectives of the institution as well as the training manuals of the available workforce.  This helps in the identification of key skills, values, experiences, and beliefs that help in defining role specifications and the ability to cope with changing business environments. Additionally, the plan will consider other emerging issues including the increase in globalization and the aging of workforce to ensure maintenance of skilled workforce in the company. Considerably, this document sets out a strategic direction that will be used by the entity in recruiting and keeping of skilled volunteers who can assist in achieving organizational goals. Notably, volunteers play an essential role in every NPO as they help in promoting the organization as a caring institution and enhances community understanding the impact of the firm through conducting educational programs as well as outreach activities. 

Communicating the Mission, Vision, and the Values

The essence of mission, vision, and values in an organization is to help in maintaining and providing a sense of direction to the entire workforce and to assist in the planning of both short and long-term strategies of the institution. Equally, maintaining an adequate volunteer communication is essential in every NPO as it helps in limiting the amount of complications that may be encountered in sharing of information. To keep them engaged in their work, it is essential to explain to volunteers the requirements of their work, express appreciation and recognizing their efforts. Thus, it is necessary to have several communication tools that will help in elaborating the mission, vision, and the values of the NPO. Some of these tools used include personal contact, committee meetings, training and volunteer training letters (Butler & Wilson, 2015). Moreover, it is essential to monitor both the communication and listening skills of the volunteer to ensure their enhanced ability efficiently communicate. Some of the methods to be used may include provision of grammar test during recruitment, organizing group presentation and asking open-ended questions. 

Systematic Considerations

Some of the routine reviews to be used in the recruitment and retention of volunteers in an NPO depend on both the long-term considerations as well as the management styles employed by the leadership of the enterprise. Some of the concerns include assessing the needs of the organization and its operations, designing of diverse opportunities for the volunteers, developing of creative, value-added and comprehensive assignments such as cross training, and position sharing and being aware of the demographic diversity of the volunteers. Other considerations that can be assessed in recruitment include the total costs, training requirements and the nature of the company’s operations. 

Relationships

 Relationship in an NPO can be categorized into different groups including internal and external relations. The latter refers to the interactions between the volunteer and the community. Since different people have distinct cultures, values, and beliefs, it is essential to consider various factors such as the religious and cultural principles. Such factors help in ensuring that the volunteers engage in activities they are comfortable in and can perform efficiently. The internal relationship includes volunteers association with other members of the non-profit organization including employees and the management.   

Training

Understandably, training of volunteers is essential in ensuring increased retention rate considering their output and performance in the institution. It is therefore essential for the organization to develop a good training manual that will help in orientation and evaluation of the volunteers. Some of the strategies to be used include organizing of educational sessions, personal interviews and one on one monitoring.  It is also essential to design the content of the training programs and to select the materials to be used to ensure every volunteer participates fully in the activities. 

Recruiting and Marketing

 Recruitment requires the understanding of different aspects of the organization including the diversity of their activities, assessing the needs of the target groups and considering the abilities of the volunteers. Recruitment should assess the abilities of the volunteer in different aspects such as communication skills, personal interest, and cultural beliefs (Renz, 2016). The recruitment procedure is also defined to limit any risk avenues and explaining the diversity of the institution. Marketing, on the other hand, entails the identification and offering of unique aspects valued by the volunteers that will drive them in offering uncompensated services. Essentially, the strategy to be adopted should consider different components such as the public, the general market, and the exchange relationship. Some of the methods that can be used in marketing include advertising, publicity, promotion and personal selling.

Lasting Organization Connections

 Lasting organization connection involves creating a connection between the volunteer and the company. Additionally, it helps both the employees and the helpers to feel like part of the organization through involving them in decision making, provision of work-friendly environment and appreciating their efforts (Østerlund, 2013). Moreover, lasting organization connection may also be enhanced through including the volunteers in the leadership through respecting their opinions that may help the firm increase its performance. 

Motivation of Volunteers

 The purpose of establishing a proper recruitment procedure is to motivate volunteers in providing their best in performing different operations that will benefit the entire NPO. As such, managers should develop appropriate methods that help in driving more volunteers to participate in the activities of the institution. The first aspect of motivating volunteers is by creating a favorable impression of the enterprise. Understandably, this can be achieved through involving them in decision making in activities they are engaged in, ensuring an efficient working environment and communication channels (Ludwick, Brenner, Kyomuhangi, Wotton, & Kabakyenga, 2013). Positive impression that can motivate volunteers also include good impression from relatives, friends, and coworkers. Motivation can also be achieved through the development of an appreciation system that will help in outstanding identification volunteers and offer support to those experiencing different levels of difficulty. 

Tracking Time

Considering different volunteers have various skills, it is crucial for the NPO to explore the abilities of each of them. Time tracking involves assessing the period each of the volunteers takes to be conversant with the objectives of the institution. It is vital for the management to develop a system that can help in the allocation of duty and reduce boredom in the enterprise. A register with the names of all the volunteers should also be developed to help in keeping track on both the performance and matching the helpers with activities of their specialty.  

Database or Record Keeping

Record keeping in an NPO involves the management of records to avoid complications in the planning process of the entity. Additionally, it may help the firm to not only meet the legal requirements but also to enhance the relationship between the volunteers and the staff.  Essentially, to ensure effectiveness, the entity can use both electronic and manual data storage methods that may help in avoiding information loss (Humphreys, Wakerman, Pashen, & Buykx, 2017). During recruitment, each of the volunteers’ information should be entered in the two mediums and filled appropriately. Some of the mediums to be used include cloud backup, electronic backup, cloud backup and manual sorting of files. 

Performance Review

 As a retention strategy,  periodic reviews of the performance of volunteers by the management of the institution helps in closing the gap between the efforts being applied and the expectation of the management. The reviews can also help management to decide the volunteers to include in other training and job assignment (Studer & von Schnurbein, 2013). To ensure adequate performance review process, the NPO leadership should develop an assessment system that will help in establishing and comparing a volunteers’ performance against the complexity of work. 

Creating a Sense of Contribution

Every member of any organization has a role to play in ensuring that the objectives of the institution are met. Creating an environment in which the volunteers feel free to participate in each activity of the institution involves empowering employees, creating an effective communication channel, including them in decision making and updating them on any changes. 

References

Butler, R., & Wilson, D. C. (2015). Managing voluntary and non-profit organizations: Strategy and structure. Routledge.

Humphreys, J., Wakerman, J., Pashen, D., & Buykx, P. (2017). Retention strategies and incentives for health workers in rural and remote areas: what works?.

Ludwick, T., Brenner, J. L., Kyomuhangi, T., Wotton, K. A., & Kabakyenga, J. K. (2013). Poor retention does not have to be the rule: retention of volunteer community health workers in Uganda. Health policy and planning29(3), 388-395.retrieved from https://academic.oup.com/heapol/article/29/3/388/583540

Østerlund, K. (2013). Managing voluntary sport organizations to facilitate volunteer recruitment. European Sport Management Quarterly13(2), 143-165.

 Renz, D. O. (2016). The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons.

Studer, S., & von Schnurbein, G. (2013). Organizational factors affecting volunteers: A literature review on volunteer coordination. Voluntas: International Journal of Voluntary and Nonprofit Organizations24(2), 403-440.