Corporate Volunteering For a Difference A HRM Perspective

Corporate Volunteering For a Difference A HRM Perspective Mr Eddie Ng Chairman of International Committee Hong Kong Institute of Human Resource Management 28 February, 2003 HK Institute of Human Resource Management A New Perspective       Corporate image beyond advertisement Social commitment = Good Corporate Citizen Employee motivation – Identity / Sense of Value Desire to be meaningful and impactful New initiatives - work life balance and diversity Alignment w/ individual, organization, community A Triple Win Helping people in the community while giving employees a chance to shine and benefiting the company in numerous ways The Employee / Volunteer Via NGO The Employer The Community Employee / Volunteer Win  Develop leadership / decision making abilities  Achieve personal growth  Gain opportunities to assist those who are needy  Learn team-building skills  Balance work life with fun leisure activities  Increase their sense of worth and personal pride Employer Win        Enhances public image Achieves high visibility Solidifies interest in the community Improves local quality of life Increases employee morale Instills confidence in business Displays a humanistic approach to employee relations Community Win     Receives volunteers who have specialized skills / expertise Improves social conditions by helping the needy Builds a stronger and safer community Recipients receive services needed Human Resources Management Perspectives… Voluntary work is an innovative instrument in human resource development Value of Corporate Volunteering To the Employees Lets see what the Survey said Benefits to Employees Employers strongly agree or agree that employees benefit through: Increased self-worth-95% Increased productivity-51% Gained new skills-85% Reduced absenteeism-30% Reduced resignations-22% Points of Light Foundation (U.S.) Study, 1999 Strategic Consideration 82% of respondents use volunteering to address strategic business issues include: - Public relations 84% - Marketing/communication 64% - Employee skill development 61% - Recruitment/retention of employees 57% Points of Light Foundation (U.S.) Study, 1999 I have a few questions :     When lot of employees are always at risk … opportunity or threat What is the best point of contact with NGO … Individual or group Given crazy working hours of employees….constraints on services, contacts, rapports… Can we encourage CV task forces be formed by Chambers, companies, professional bodies….as structural and institutional attempts ? How can you Promote Volunteerism Within your Corporation? HK Institute of Human Resource Management In HRM Perspectives:       Report in front of the Board Recognition during promotion and competence assessment Part of employee survey scorecard We recognize projects, results and impacts, not necessary any NGO name Part of company annual report And lot more ………………… Thanks Future Contact: eddiehk@netvigator.com HK Institute of Human Resource Management Background of IHRM HK Institute of Human Resource Management About IHRM   A non-profit and non-government professional organization found in 1977 As of Dec 2002 - 3,600 members Mission of the Institute To maintain, develop and enhance professional standards in HR management, covering quality, ethics and practices AND To increase the influence of HR professionals, for the benefit of individuals and organizations in Hong Kong Services and Activities • • •  Provision of information/data/advice to facilitate HR work Provision of professional training programs, seminars, and conferences to enhance and update HR/business knowledge and know-how Provision of networking and sharing opportunities for exchange of best practices and ideas Serve the community and advise the government Structure of IHRM    Council 13 committees (Data Protection, MPF, China HRM, Research) Secretariat Homepage   URL: http://www.hkihrm.org Latest press release and IHRM activities