Design and Development of Human Capital Socialization Process at Volunteers of America - Case Study Example

Volunteers of America Volunteers of America Volunteers of America is a national, faith-based organization chartered for nonprofit-making activities that renders local human service programs such as affordable housing, community enhancement programs, emergency services, employment and training, health care services, and rehabilitation among others. The spiritually based organization also renders many individuals with community involvement opportunities and works mainly to uplift the low-income individuals across the United States of America. Volunteers of America has its headquarters are situated in Alexandria, Virginia and it has branches in all forty-six states, Puerto Rico and the District of Columbia (Carlson, 2012). Organization’s Culture, its Strategic Goal and Talent Strategy Volunteer of America is an organization that mainly deals with social work. As mentioned in the preceding paragraph, the organization is faith based; therefore, most of its activities are based on Christian values. As the organization’s name suggests, many people involved in the social work are volunteers who sacrifice their time to offer services to individuals who are in need. Volunteers of America has approximately sixteen thousand paid professional employees and more than sixty four thousand volunteers. This shows that the organization’s workforce is mainly composed of volunteers. The organization structure is as follows: a board of directors, chief executive officers in every state, numerous managers at different levels of the organization, workers with different skills and the volunteers. Since its establishment in 1896, Volunteers of America is committed to the task of assisting individuals to realize their full potential by helping them rebuild their lives and accomplish their goals (Volunteers of America, 2013). The strategic goal of Volunteers of America movement is to touch and uplift all individuals by bringing them to the service and knowledge of God (Volunteers of America, 2013). The organization illustrates the presence of God through the work done by its members in serving people in various communities, and helping those in need to experience joy by creating opportunities and serving them. The organization also aims at bringing positive change in people’s lives and transforming the communities that they serve through their enhancement programs. Similar to other organizations, Volunteers of America needs to attract, develop and retain employees with special abilities to assist in meeting its needs. The organization has attracted many employees from large companies even though its pay rates are lower. This is because the organization promotes excellent values that make the employees feel that they are contributing to the betterment of the society. Volunteers of America is also supportive to its employees, offers training, promotions and a flexible work schedule. There is also prestige since the employees are happy to be associated with an organization that aims at improving people’s lives. The organization promotes diversity and it is non-discriminatory, thus attracting many potential employees. Considering the fact that it is a faith-based organization, potential employees are certain that they will receive great treatment (Carlson, 2012). Hiring and Retaining Talent Volunteers of America is an organization that has a wide array of skilled, semi-skilled or unskilled employees and volunteers. Therefore, the organization requires a great management team with individuals who are conversant with the numerous programs and have the ability to manage a vast workforce efficiently. The organization needs to employ talented employees who will be able to propel the organization to great heights and cater for the future and present organizational needs. Volunteers of America is different in many ways from other organizations and therefore, the organization is able to attract and retain talent that sustains the organizational performance (Volunteers of America, 2013). Rewards The job attracts many potential employees as it is rewarding and it helps an individual to develop. There are different rewards that motivate employees for example, benefits, allowances and promotions among others. These rewards can motivate differently depending on the employees’ needs. Many people working with Volunteers of America are usually looking to satisfy needs that are beyond basic wants. Therefore, the organization attracts a significant number of people seeking friendships, fun and the involvement in community work. These employees do not need to meet basic needs and therefore, monetary rewards do not motivate them. They seek satisfaction from serving or helping others, bringing social change and utilizing some of their untapped skills, thus joining this organization. The organization provides a way of fulfilling their needs and in the process rewarding them (Sagawa, 2010). Employee Development Potential employees are also attracted to the organization as it provides an individual with personal and physical development. The organization has training programs such as computer training, job placement, adult education and literacy, and work experience programs that help the employees and the volunteers to gain knowledge and important skills. Through these programs offered by Volunteers of America, the employee is able to develop personally by acquiring skills and knowledge. An individual can also be self-sufficient after attending the training programs offered by the organization. Therefore, many potential employees are usually attracted to the organization as it helps them develop (Carlson, 2012). Culture and Leadership Potential employees can be attracted to a company through its culture and leadership. Many people are attracted to Volunteers of America because it has a great culture that promotes positivity, community progress and a leadership that gives results. The various leaders who make the decisions in the organization have influenced its culture, therefore, attracting potential employees (Carlson, 2012). Many people want to work in the organization because of its affiliation with community development. Working for this organization reflects an individual’s will to change the society by doing good deeds to others and serving the less fortunate. This attracts and helps to retain many potential employees, as they would like to be associated with this organization (Volunteers of America, 2013). Christian Values Volunteers of America is a faith-based organization that promotes Christian values and aims at bringing people closer to God. For this reason, many Christians may feel the need to participate in its activities. Considering the fact that Christianity is the biggest religion in America, many devoted Christians may be willing to work in the organization. In comparison to other organizations, Volunteers of America has never been incriminated in any scandal, therefore, showing that the Christian values are followed. This attracts many potential employees as they feel secure working for an organization that has never been involved in scandalous activities. This also helps in retaining the employees, as they feel safe in their jobs and therefore, do not wish to leave (Sagawa, 2010). Employee Engagement in Training and Development Employee engagement is an important issue in every modern workplace as it determines an organization’s productivity. Volunteers of America is an organization that values employee engagement as it directly translates to the success of the company. The organization is able to transform the lives of more than two million people through the willingness and commitment of their employees and volunteers. This is because the employees are valued and they make an input in the decisions made. The organization’s leadership understands that the employees are a significant part of the social change that they are trying to implement; therefore, highly involving them in the organization’s decision-making processes. The employees and the volunteers also hold significant information that the organization requires to assist in identifying the individuals and areas that need change (Sagawa, 2010). Consequently, the employees have to be involved in many activities concerning the organization, thus demonstrating that their ideas and contributions are significant to the organization. This makes the employees and the volunteers feel valued, which translates to the enthusiasm demonstrated in their work. They are also committed to assist their fellow colleagues by participating and helping in different programs (Carlson, 2012). Through the leaders, an organization is able to prove that it is committed towards its goals, which plays a significant role in enhancing employee engagement. Volunteers of America is an organization that is committed towards its goals as demonstrated by its hardworking leaders. They give the employees a clear illustration of commitment, therefore, motivating them to work hard. During training and development process, the managers usually interact with the employees, therefore, helping the employees to develop an emotional attachment to the organization (Carlson, 2012). Furthermore, the nature of the activities carried out by the organization leaves an emotional attachment to the employees, therefore, encouraging them to work passionately towards the organization’s goals. The fact that the organization helps to ameliorate the lives of individuals, helps to motivate the workers even during their training. They are engaged in their work as they hope to contribute in the betterment of other people’s lives (Volunteers of America, 2013). The employees are also engaged in their work since the organization is concerned about their welfare and future plans. Volunteers of America is an organization that cares for its employees and the volunteers by ensuring that they are healthy and living in good conditions. The organization also shows that it cares for the future of its employees as it provides training that assists them in acquiring skills and knowledge that will help them to develop. The organization also offers friendly work schedules, which mean that volunteers can render their services at their convenient times. The experience and the satisfaction that comes with the opportunity of working in Volunteers of America helps to ensure that the employees are engaged in their relevant roles. This is because they feel productive; therefore, they are willing to help their colleagues or put in extra effort without having to ask (Sagawa, 2010). Identify one Internal and External Training Issue. Training is crucial in every organization as it provides the employees with the knowledge and skills required to improve productivity, and it motivates them (Peacre & Robinson, 2009). In Volunteers of America, there is an external training issue where unqualified trainers volunteer to render training to the employees or the clients, therefore, making the process ineffective by using unsuitable training methods. The internal training issue occurs as some trainings are rendered without conducting a proper needs assessment, thus making the employees or the clients disinterested. This results to ineffective training programs. Recommendations Firstly, Volunteers of America should ensure that the proper selection process is carried out to identify qualified trainers. The organization can also hire training specialists that are conversant with the different training methods and can conduct excellent trainings. This would help to impart appropriate knowledge and skills to the employees and clients, therefore, improving their overall productivity. However thus would result to a higher budget for the organization, which relies on donations for its activities. The voluntary trainers would also be discouraged leading if the organization decided to cancel their services (Peacre & Robinson, 2009). Secondly, the trainers should conduct proper needs assessments to ascertain that the training program offers the employees and the clients some relevant information. A needs assessment will also ensure that the correct techniques are used to deliver the training exercise. This will ensure that the training program is effective and serves its intended purpose. However, the organization has numerous clients, therefore, making it hard for Volunteers of America to conduct thorough needs assessments (Peacre and Robinson, 2009). References Carlson, D. L. (2012). Volunteers of America. Rotterdam: SensePublishers. Sagawa, S. (2010). The American way to change: How national service & volunteers are transforming America. San Francisco: Jossey-Bass. Peacre, A., & Robinson, B. (2009). Strategic management, formulation, implementation, and control. Boston: McGraw Hill/Irwin. Volunteers of America. (2013). Volunteers of America 2012 Annual Report. 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