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The management of human resources and of volunteering


    

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The appropriate legislation and its implication in the
professional development of each person
- For employees: labor legislation with its specific aspects (maternity lease, safety and health at
work, wages) and internal documents
- Protection against abuses, ensures an optimal environment of trust on both parts, maximizes the feeling
of safety and protection of employees
- For volunteers: Law 78/2014 – voluntary internship
- Gives value to the volunteer, the mission of volunteering ensures the development of abilities that are
adaptable to as many specializations as possible, eliminates the narrowing of career options 

- Proper attitude and personality
- Social empathy: the understandig of the organization’s/beneficiary’s
problems
- Communication skills – active listening
- Conformation to the standard conduct
- Capacitaty of self motivation and orientation towards solutions and
performance
- Continuous personal and professional development – adaptation
and change
- Intrapreneur skills – vizion, responsibility, commitment,
perseverence, respect, team work
- Competences specific for the organization
- intuition, passion, creativity, initiative, influence

Organizational Culture
Samuel Certo: “a number of values and common beliefs of the members
of the organization regarding the functioning and existence of their organization”.
- Louis V. Gerstner (manager IBM): „it is what people are doing without being told. It is one of
the simplest and most relevant definitions of this concept, unclear for many people.”
- “Rules”:
- Put the relationship before the role in the organization-“Power and Control” vs “Concern for
human being shows that you care for his needs”
- characteristics of the leader: authentic (firm but modest), honest (share experiences),
vulnerable (proper attitude towards challenges), real (actively involved), sincere concerne
(questions without hidden intentions), experiences together (teambuilding, events with the familiy)
- obtaining performance in organization – Acronime GBC:
G= germ (use of any component that generates performance);
B= behaviour (type of action tipul de actiune abordat),
C=consequences (reaction towards performance)
- Autonomy- the need to direct your own life,
independence
- Know How – your development for something
that matters, for acknowledgement
- Goal – achieving “bigger things” than the one’s
own person, meaningful life

Organizational communication and the adjusting to the
characteristics of the generations of employees or
volunteers (development according to the birth date)
Generation of demographic explosion (middle of
1940 – middle of 1960) - optimism, career, assertivity, fear of
aging
Generation X (middle of 1960 – beginning of 1980) – scepticism,
cynicism, flexibility, independence, more commitment towards friends and family,
pragmatism
Generaton Y (beginning of 1980 – end of 1990) – different,
insure, consider themselves “the center of the Universe”, independent, full schedule
for options to start in life, well educated, ambitious, attentive to the needs of the
society, 2006 study : 81% of young people between 13 and 25 years of age have
volunteered within 12 luni
Generation Z(end of 1990 - ...) – dependent on
technology from early age, wish for awards without delay
(immediately), maturing at an early age, to be considered “little
people (not children) with discrimination, self-control and ability for
judgment, dislike of risk, “throwing precaution over board equals
neglect”


 The management of human resources and of volunteering

The management of human resources and of volunteering

  Characteristics and differences between the employee and the volunteer. Clic to read

  The appropriate legislation and its implication in the professional development of each person Clic to read

  Management functions, activities, analyzes, specific documents Clic to read

  Organizational culture and the influence in motivation, retention, commitment and efficient communication Clic to read

The appropriate legislation and its implication in the
professional development of each person
- For employees: labor legislation with its specific aspects (maternity lease, safety and health at
work, wages) and internal documents
- Protection against abuses, ensures an optimal environment of trust on both parts, maximizes the feeling
of safety and protection of employees
- For volunteers: Law 78/2014 – voluntary internship
- Gives value to the volunteer, the mission of volunteering ensures the development of abilities that are
adaptable to as many specializations as possible, eliminates the narrowing of career options 

- Proper attitude and personality
- Social empathy: the understandig of the organization’s/beneficiary’s
problems
- Communication skills – active listening
- Conformation to the standard conduct
- Capacitaty of self motivation and orientation towards solutions and
performance
- Continuous personal and professional development – adaptation
and change
- Intrapreneur skills – vizion, responsibility, commitment,
perseverence, respect, team work
- Competences specific for the organization
- intuition, passion, creativity, initiative, influence

Organizational Culture
Samuel Certo: “a number of values and common beliefs of the members
of the organization regarding the functioning and existence of their organization”.
- Louis V. Gerstner (manager IBM): „it is what people are doing without being told. It is one of
the simplest and most relevant definitions of this concept, unclear for many people.”
- “Rules”:
- Put the relationship before the role in the organization-“Power and Control” vs “Concern for
human being shows that you care for his needs”
- characteristics of the leader: authentic (firm but modest), honest (share experiences),
vulnerable (proper attitude towards challenges), real (actively involved), sincere concerne
(questions without hidden intentions), experiences together (teambuilding, events with the familiy)
- obtaining performance in organization – Acronime GBC:
G= germ (use of any component that generates performance);
B= behaviour (type of action tipul de actiune abordat),
C=consequences (reaction towards performance)
- Autonomy- the need to direct your own life,
independence
- Know How – your development for something
that matters, for acknowledgement
- Goal – achieving “bigger things” than the one’s
own person, meaningful life

Organizational communication and the adjusting to the
characteristics of the generations of employees or
volunteers (development according to the birth date)
Generation of demographic explosion (middle of
1940 – middle of 1960) - optimism, career, assertivity, fear of
aging
Generation X (middle of 1960 – beginning of 1980) – scepticism,
cynicism, flexibility, independence, more commitment towards friends and family,
pragmatism
Generaton Y (beginning of 1980 – end of 1990) – different,
insure, consider themselves “the center of the Universe”, independent, full schedule
for options to start in life, well educated, ambitious, attentive to the needs of the
society, 2006 study : 81% of young people between 13 and 25 years of age have
volunteered within 12 luni
Generation Z(end of 1990 - ...) – dependent on
technology from early age, wish for awards without delay
(immediately), maturing at an early age, to be considered “little
people (not children) with discrimination, self-control and ability for
judgment, dislike of risk, “throwing precaution over board equals
neglect”







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HR_COU - English

Human Resources


Training Fiche: 4

Online Course: 5

HRS



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