Civic engagement involved in organisations – how does it work? Hamburg, Bremerhaven, Nortorf, the 02.02.2011 press release when people voluntarily engage in organizations… Does it work? And if so, how? Following new release tries to answer: human resource management in the field of tension of volunteering ‘. by MBA Jorg-Achim Schroder product information: Paperback: 224 pages Publisher: Diplomica; Edition: 1st Edition. (January 2011) Language: German ISBN-10: 3842854838 to dovetail brief description of civic engagement with the ideas of the human resource management (HRM) ISBN-13: 978-3842854833 is the project of the text. It seems obvious at first that is the management of human resources in close connection to the voluntary commitment, it also here, existing resources of volunteers and volunteers as a resource, especially in organizational contexts, to manage.
This text will first deal with the voluntary engagement in Germany, attacks then a specific field such engagements out, to show links to the HRM at this. To succeed, the approach of the HRM is picked up and described in detail. This Division is, in addition to possible approaches of an HRM, human resources management (acquisition and development), with motivation and commitment, especially with aspects of management and leadership theories, as well as ending with a typology of management. Finally, the findings are merged and presented. What are the conditions for successful cooperation between volunteers and professional, as well as their common and hopefully successful actions in the field? Why can people for one thing work together, even though they are differently tied, as well as different contract? These differences are not blocked, everyone knows about. But what does the acceptance of these differences? What does the contrary to successful collaboration and what is? What organisational elements must be present if basic Cooperation to work and which prevent this from happening? The one for the money and the other for the honor to work? It’s just a job for some and for others just an (Honorary) Office or volunteering to do no Office is more involved? Is the visible commitment not a voluntary work for both sides, both for the volunteers, as well as for the professionals (but also the professional activities not be forced to do)? The theme of this work, namely the adoption of HRM can be as attitude, with its theoretical approaches and methodological opportunities, an instrument of establishing voluntary activities, specified in the above questions, both references the following investigation. This text will show that HRM is suitable in principle as an instrument for the non-professional commitment area, but there are differences to professional contexts, in which the HRM was developed and in this respect is home.
