As part of our Human Resources program audit review, we identify areas for embedding a corporate citizenship ethos at the policy/procedure level as well as identify opportunities for cross-sector partnership development throughout the talent management process. These efforts support a workforce culture which recognizes broader stakeholder considerations as part business activities.
How effective are your organization’s:
Recruitment programs at promoting the range of corporate citizenship involvement and their benefits to employees?
Skills Development programs at integrating talent development and community partnership needs?
Performance and Rewards programs at integrating community engagement objectives and scorecard measures at the Leadership level?
As part of our skills-based volunteer program design, we use our client’s taxonomy for job expectations, generally defined through their competency database or job evaluation systems, to develop a customized inventory of local non-profit talent management needs.
We also support a high level of employee involvement in the program design phase, through various data collection tools (e.g. focus groups, surveys), to ensure the best fit when mapping non-profit needs and talent development requirements. Consider the cost-savings to your employee learning and development budget which can be achieved through this skills-based volunteer program approach as well as the opportunity to strengthen your corporate citizenship brand!
Which term best describes your organization’s employee volunteer program: time-based or skills-based?
Does your Human Resource function play a largely strategic or administrative role in supporting your organization’s corporate citizenship mandate?
How would your organization respond to the following shareholder question: How do we measure the corporate return on our community engagement initiatives like employee volunteer program ?