Corporate Volunteering
For a Difference
A HRM Perspective
Mr. Eddie Ng
Chairman of International Committee
Hong Kong Institute of Human Resource Management
28 February, 2003
HK Institute of Human Resource Management
A New Perspective






Corporate image beyond advertisement
Social commitment = Good Corporate Citizen
Employee motivation – Identity / Sense of Value
Desire to be meaningful and impactful
New initiatives - work life balance and diversity
Alignment w/ individual, organization, community
A Triple Win
Helping people in the community while giving employees a
chance to shine and benefiting the company in numerous ways
The Employee / Volunteer
Via NGO
The
Employer
The
Community
1. Employee / Volunteer Win
 Develop leadership / decision making abilities
 Achieve personal growth
 Gain opportunities to assist those who are
needy
 Learn team-building skills
 Balance work life with fun leisure activities
 Increase their sense of worth and personal
pride
2. Employer Win







Enhances public image
Achieves high visibility
Solidifies interest in the community
Improves local quality of life
Increases employee morale
Instills confidence in business
Displays a humanistic approach to
employee relations
3. Community Win




Receives volunteers who have
specialized skills / expertise
Improves social conditions by
helping the needy
Builds a stronger and safer
community
Recipients receive services needed
Human Resources Management
Perspectives…
Voluntary work
is an innovative instrument in
human resource development
Value of Corporate Volunteering
To the Employees
Lets see what the Survey said
Benefits to Employees
Employers strongly agree or agree that
employees benefit through:
Increased self-worth-95%
Increased productivity-51%
Gained new skills-85%
Reduced absenteeism-30%
Reduced resignations-22%
Points of Light Foundation (U.S.) Study, 1999
Strategic Consideration
82% of respondents use volunteering to address
strategic business issues include:
- Public relations--84%
- Marketing/communication--64%
- Employee skill development--61%
- Recruitment/retention of employees--57%
Points of Light Foundation (U.S.) Study, 1999
I have a few questions :




When lot of employees are always at risk …
opportunity or threat
What is the best point of contact with NGO ….
Individual or group
Given crazy working hours of
employees….constraints on services, contacts,
rapports….
Can we encourage CV task forces be formed by
Chambers, companies, professional bodies….as
structural and institutional attempts ?
How can you Promote
Volunteerism
Within your Corporation?
HK Institute of Human Resource Management
In HRM Perspectives:






Report in front of the Board
Recognition during promotion and
competence assessment
Part of employee survey scorecard
We recognize projects, results and
impacts, not necessary any NGO name
Part of company annual report
And lot more …………………
Thanks
Future Contact:
eddiehk@netvigator.com
HK Institute of Human Resource Management
Background of IHRM
HK Institute of Human Resource Management
About IHRM


A non-profit and non-government
professional organization found in
1977
As of Dec. 2002 - 3,600 members
Mission of the Institute
To maintain, develop and enhance professional
standards in HR management, covering
quality, ethics and practices
AND
To increase the influence of HR professionals,
for the benefit of individuals and
organizations in Hong Kong
Services and Activities
•
•
•

Provision of information/data/advice to facilitate
HR work
Provision of professional training programs,
seminars, and conferences to enhance and
update HR/business knowledge and know-how
Provision of networking and sharing opportunities
for exchange of best practices and ideas
Serve the community and advise the government
Structure of IHRM



Council
13 committees (Data Protection,
MPF, China HRM, Research)
Secretariat
Homepage


URL: http://www.hkihrm.org
Latest press release and IHRM activities