Effectiveness of S-HRM - To what extent is the use of volunteers for…
Effectiveness of S-HRM - To what extent is the use of volunteers for events an effective strategy?
Advantages, opportunities, drivers, benefits & usefulness of volunteers
Disadvantages, weaknesses, challenges of volunteers
Recruitment & retention
Training & induction
HRM model (soft, hard or mix)
Corporate culture, values & organisational structure
Volunteers - Main factors, issues, theories, concepts, debates, misconceptions
Flexibility of work (volunteer during their spare time)
Involvement (linked to trust)
Commitment (long or short-term)
Job satisfaction/experience - expectations (psychological contract)
Event workforce (pulsating organisations)
Differences between volunteer and paid staff
Old vs young volunteers (generational gap)
Short-term and long-term volunteering
Public, private & third sector events organisations
Company size & resources - Small vs medium (SMEs) vs large organisations vs MNCs
Size of event - Small vs medium vs large vs mega events
Type of industry/business/sector
Country and culture
Type of event - sports, cultural/arts, music, corporate, community etc.
Breaking down the essay question
Use of volunteers for events
What type of events?
What type of organisation, its size and resources?
Which industry/business sector?
Size and scale of the event
Effective HRM Strategy
What it is trying to achieve in the first place?
A judgement of the effectiveness