Book
The Volunteer Management Handbook: Leadership Strategies for Success, Second Edition
Drawing on the experience and expertise of recognized authorities on nonprofit organizations, The Volunteer Management Handbook, Second Edition is the only guide you need for establishing and maintaining an active and effective volunteer program. Written by nonprofit leader Tracy Connors, this handy reference offers practical guidance on such essential issues as motivating people to volunteer their time and services, recruitment, and more. Up-to-date and practical, this is the essential guide to managing your nonprofit's most important resource: its volunteers.
Volunteer administrators and their host organizations need to be concerned about evaluating volunteer programs to satisfy the information needs of various constituencies. These constituencies or so-called “stakeholders” are persons or groups who have a stake in, or a claim on, the program, whether perceived or actual. For example, one of the most prominent stakeholders, funders are no longer content merely with an organization having volunteers onboard but wish to know the results or “outcomes” or even the long-term “impact” of their involvement. Another important set of stakeholders, board members are interested in whether all organizational resources, including volunteers, have been put to good, if not “best,” use. Similarly, a third stakeholder group, organizational leadership, is eager to derive the most benefit from the volunteer program. For their part, volunteers may derive motivation from learning about the value of their efforts and the results they help to bring about for organizations and their clients. Satisfying all of these stakeholders through the same evaluation of the volunteer program is not easy, and perhaps not even feasible. Accordingly, in this chapter we present an evaluation framework for assisting the volunteer resource manager with understanding and conducting different types of evaluation based on stakeholder involvement.
Volunteer administrators and their host organizations need to be concerned about evaluating volunteer programs to satisfy the information needs of various constituencies. These constituencies or so-called “stakeholders” are persons or groups who have a stake in, or a claim on, the program, whether perceived or actual. For example, one of the most prominent stakeholders, funders are no longer content merely with an organization having volunteers onboard but wish to know the results or “outcomes” or even the long-term “impact” of their involvement. Another important set of stakeholders, board members are interested in whether all organizational resources, including volunteers, have been put to good, if not “best,” use. Similarly, a third stakeholder group, organizational leadership, is eager to derive the most benefit from the volunteer program. For their part, volunteers may derive motivation from learning about the value of their efforts and the results they help to bring about for organizations and their clients. Satisfying all of these stakeholders through the same evaluation of the volunteer program is not easy, and perhaps not even feasible. Accordingly, in this chapter we present an evaluation framework for assisting the volunteer resource manager with understanding and conducting different types of evaluation based on stakeholder involvement.
Present research is the first conducted in Kazakhstan to address the issue of volunteer management directly. At a time when the nonprofit sector has become a reality in Kazakhstan, improving its performance, scope, and reach depends on sound volunteer management practices. The purpose of this research is to learn about existing practices of volunteer administration in Kazakhstan and their implementation. To carry out the research, we implemented a survey of nonprofit organizations in Almaty, the largest city in Kazakhstan.
The paper examines the structure, governance, and balance sheets of state-controlled banks in Russia, which accounted for over 55 percent of the total assets in the country's banking system in early 2012. The author offers a credible estimate of the size of the country's state banking sector by including banks that are indirectly owned by public organizations. Contrary to some predictions based on the theoretical literature on economic transition, he explains the relatively high profitability and efficiency of Russian state-controlled banks by pointing to their competitive position in such functions as acquisition and disposal of assets on behalf of the government. Also suggested in the paper is a different way of looking at market concentration in Russia (by consolidating the market shares of core state-controlled banks), which produces a picture of a more concentrated market than officially reported. Lastly, one of the author's interesting conclusions is that China provides a better benchmark than the formerly centrally planned economies of Central and Eastern Europe by which to assess the viability of state ownership of banks in Russia and to evaluate the country's banking sector.
The paper examines the principles for the supervision of financial conglomerates proposed by BCBS in the consultative document published in December 2011. Moreover, the article proposes a number of suggestions worked out by the authors within the HSE research team.
портовый менеджмент, показатели деятельности, анализ эффективности, система учета, распределение издержек, методы анализа деятельности портовой системы
At present many industries reveal tendency for setting up of vertically integrated companies (VIC) the structure of which unites all technological processes. This tendency proved its efficiency in oil industry where coordination of all successive stages of technological process, namely, oil prospecting and production -oil transportation - oil processing - oil chemistry - oil products and oil chemicals marketing, is necessary. The article considers specific features of introduction of "personnel management" module at enterprises of oil and gas industry.
vertically integrated companies; personnel management