Menadžment ljudskih potencijala u volonterskom radu

Menadžment ljudskih resursa i menadžment ljudskih potencijala u organizacijama svih veličina i vrsta dolazi do punog izražaja ukoliko se ista predvodi sviješću da su ljudi najvažniji njezin element. Ipak, organizaciju valja promatrati i kao splet ciljeva i motiva. Voljnost ljudi da se identificiraju sa tuđim ciljem i/ili motivom, te ulože svoje vrijeme i rad, različito je od koncepta organiziranog djelovanja koje nastaje kada ljudi samoinicijativno kreiraju organizirano djelovanje radi rješavanja nekog problema. U prvom slučaju ravnoteža se postiže materijalnom kompenzacijom za ustupljeni rad i vrijeme. U drugom slučaju element izravne materijalne kompenzacije na relaciji organizacija-čovjek je izostavljen. Da bi se upravljalo volonterskim radom potrebno je implementirati tehnike i metode menadžmenta ljudskih resursa, no istodobno i korekcija u primjeni formira različite pristupe pa su sličnosti i/ili različitosti menadžmenta ljudskih resursa u realnom sektoru u odnosu na primjenu u organizacijama civilnog društva,ujedno i predmet istraživanja u ovome radu. S ciljem ukazivanja na prisutnost/odsutnost tehnika i metoda upravljanja ljudskim resursima u volonterskom radu, istražena je aktivnost menadžmenta ljudskih resursa kod organizatora volontiranja, a uspješnost tih aktivnosti vrednovano je iskustveno od strane volontera. Nalaz ukazuje da stupanj implementacije tehnika i metoda menadžmenta ljudskih potencijala u volonterskom radu odražava stupanj razvoja civilnog društva i kulture volontiranja građana.Human resource management in organizations of all sizes and types come to the fore if the latter led by the awareness that people are the most important element of it. However, the organization should be viewed as a set of objectives and motives. The willingness of people to identify with other people's aim and / or motive, and devote their time and work, is different from the concept of organized activity that occurs when people voluntarily create an organized action to cope with a problem. In the first case, the balance is achieved by the material compensation for completed work and allocated time. In another case, an element of direct material compensation from the organization-human is left out. In order to manage volunteer work, it is necessary to implement techniques and methods of human resources management. But at the same time, correction in the application creates different approaches so are the similarities and / or differences of human resources management in the real sector in relation to the application in civil society organizations, also the subject of research in this paper. With the aim of pointing to the presence / absence of techniques and methods of human resource management in voluntary work, studied the activity of human resources management at the volunteer organizers, and the success of these activities is evaluated empirically by volunteers. The finding suggests that the degree of implementation techniques and methods of human resources management in voluntary work reflects the level of development of civil society and a culture of volunteering citizens