Human Resources and Volunteer Management: A Shared Approach (2018)

25/05/2020

Published: December 2018

Authors: Roxanne Withers, Peter Heyworth and Golda Munro

Published by: The South Australia Volunteer Strategy

Anecdotally, there can often be a disconnect between organisation and volunteers, the management systems and staffing. Despite volunteer workforces having similar characteristics to a paid workforce, there are also significant differences. This research examines whether human research management (HR) practices are similar enough to be transferred to volunteer management (VM) practices while remaining effective.  

This study distributed an online survey targeting senior HR professionals in large volunteer-involving organisations in Victoria as well as case studies from four organisations to represent those covered in the State Volunteer Strategy. The 2016 study involved 74 participants: 61% from across Government; 31% from not-for-profit/charity organisations and 8% represented educational institutions and business. 

The main conclusions were:

  • No one approach works as each organisation is different
  • There is common ground that VM & HR management professionals can benefit from sharing with each other, while acknowledging that there are some key differences
  • The recruitment, development and motivation of people are key to both HRM & VM and the sustainability of volunteer involving organisations
  • HR Managers view their primary role in volunteer management as providing advice and direction to staff managing volunteers
  • Volunteer involvement is generally acknowledged by HR professionals as a positive way for community to contribute to their organisation
  • Human Resource Management qualifications don’t address volunteer management and further professional development in this area is not seen as a priority
  • Human Resources Management follows a stronger systems model
  • Volunteer involvement is predominately managed independently of the HR department.

A number of practical recommendations were outlined in the report; for example, the need for volunteer managers to have appropriate training and support. Furthermore, it was recommended that HR managers and VM should develop a shared vision of how the two management approaches work together considering culture, collaboration and systems.

The full report is available here.