HRM 6: Strategic Plan for Volunteer Management and Training

This report details a strategic plan for volunteer management within an HRM context, focusing on the Shia Imami Ismaili Council of His Highness Prince Aga Khan for Tajikistan. The plan outlines the mission to recruit, develop, and retain a diverse and high-performing volunteer workforce. It includes a ...Read More

Running head: HRM
HRM
Name of the Student
Name of the University
Author Note

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Strategic plan
The aim of the strategic plan:
1. To select efficient volunteers on the basis of their capability to serve the community.
2. To distribute the project on the basis of their knowledge as well as acquired skills
keeping accordance to the above mentioned portfolios.
The Mission of the Aнчуман
With the help of the strategic partnership as well as collaboration, the Human Resource
Department is aimed recruits, develop a well as retain a diverse as well as high performance
workforce along with fostering a healthy, well-equipped, safe as well as productive work
environment for the staff, their families, departments and the public for maximizing the potential
of each of the individuals along with increment in the organizational capacity of the individuals.
The vision of the Aнчуман
The vision of the mentioned organization is to provide a better life to the community
member, spread happiness, and provide service to the community in a better way by providing
efficient manpower to the portfolios that has been designed for economic development, social
welfare, and alleviation of poverty, education, cultural awareness and youths.
Strategic plan
Task to be performed Expected time span Involved Individuals
1. Development of
questionnaire to
determine the
2 weeks HR manager, HR personnel

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requirements of the
Community and
Portfolio in the
volunteer service.
2. Assessing the
knowledge of the
potential candidates
for recruitment
through interview.
4 weeks HR manager, Potential
candidates
3. Segregate the
candidates on the basis
of their knowledge
2 Weeks HR manager, Potential
candidates
4. Accommodation of
resources for the
training
3 weeks HR personnel, stakeholders,
suppliers
5. Granting permission
from organizations for
field base training
2 weeks HR personnel, management of
organizations
6. Monitoring the
outcome of the
training with the help
of monitoring tools
like interviews as well
2 weeks HR personnel

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as surveys
Step 1: Questionnaire for the volunteers
1. What do you think are the basic health issues in our community?
2. Do you think the women activities in our community need more attention? If so, why?
3. What are chief requirements of the youth and sports in our community?
4. What are the basic requirements associated with educational development in our
community?
5. AS a volunteer what do you think are your major roles and responsibilities?
6. What are the major challenges that you often face as a volunteer for the society?
7. Please suggest some major strategies in order to ensure an effective religious education to
the community members.
8. How do you think as a volunteer you can ensure effective social welfare?
Step 2: Volunteer segregation
The volunteers have been segregated on the basis of the answers obtained from the mentioned
questions. When it comes to challenges majority of the volunteers faces issues with cultural
competence, lack of communication and cooperation from the host family, and inter team
conflict while dealing working for people in the community. In order to deal with the challenges,
a strategic training plan has been designed bellow. With the help of effective training session, we
will be able to deal with the above mentioned challenges. As a HR supervisor my role is to plan
and provide effective training to the volunteers in order t eradicate the challenges faced by them.
Training plan

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Challenge to
be addressed
Type of
Trainin
g
progra
m
develop
ed
Description of the
training program
Resource
needed for
the
training
program
Responsi
ble
individua
l
Time
span
Monitoring
tool
cultural
competence
Orientat
ion type
training
program
and role
pay
All the volunteers will
be invited in a closed
door meeting where
importance of cultural
competence will be
demonstrated to them
through power point
presentation.
Role play will be given
to them in order to
enhance their cultural
competence skills and
enhance their skills to
handle clients with lack
of cultural competence
in an effective way
Auditorium
, laptop,
pointer,
projector
HR
manager,
HR
personnel
4 hours survey
lack of Role Each and every Chairs, HR 4-5 Interview

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communicatio
n and
cooperation
from the host
families
play volunteer will be
assigned roles based on
a given scenario and
they have to think of
strategies to deal with
non-cooperative clients
paper, pen manager,
HR
personnel
weeks
inter team
conflict while
dealing
working for
people in the
community
Role
play
Each and every
volunteer will be
assigned roles based on
a given scenario and
they have to think of
strategies to deal with
non-cooperative clients
Chairs,
paper, pen
HR
manager,
HR
personnel
4-5
weeks
Interview
Risk management plan
During the provision of the training a good number of risks factors remains are there that may be
faced by the HR manager and his team. In order to deal with the mentioned issue, a contingency
plan has been developed bellow.
Potential risks Contingency Plan
1. Lack of acceptance f the training
program of the volunteers.
Motivating the volunteers to participate in the
training program as well as educating them about
the importance of training
2. Data breach risk Enhancing the data security by using updated
version of Information technology, subscribing to a

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highly secure data protection system and
developing strict polices in order to prevent
security breaches.
3. Sudden loss of electrical connection
during provision of training program
Emergency electric support system should be
incorporated.
4. Conflict situation encountered during
the provision training.
Volunteers will be educated about the adverse
effect of conflict during the training session.
The subjects of the role play will be selected
sensitively keeping in mind the cultural and
religious issues in mind.
Training evaluation plan
It is highly crucial to evaluate the effectiveness of the training in order to understand whether the
training is fruitful for the organization or not.
Objectives of the training Evaluation method Participants
1. To enhance the culture
competence of the
volunteers
survey The volunteers ho participated in
the training
2. To enhance the
potentiality of the
volunteers to deal lack
of cooperation from
the community
interview The volunteers ho participated in
the training

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members
3. To reduce conflict
within the organization
survey The volunteers ho participated in
the training

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