Utility of HR Functions for Different Types of Workers

This memorandum is focused on the recent mandate that the Institute of Conscious Global Change (ICGC) was given in rolling out teams in member states with view of monitoring international governance systems as well as a review of staff functions. The staff functions will be presented both for the paid and volunteer ones. The analysis of the employees both country based and international employees will be based on different human resource functions. As per the given worksheet and sorting structure, the information will be useful for the teams as they strive to achieve the anticipated mandate.

How will the selection and recruitment process be like for ICGC employees?

All employees must have a clear understanding of the mandate of the organization. Being a multifaceted organization, the managers in different countries will set precedence of who to hire in the team. Since the main duty of the organization is bringing change to the community, all employees (both paid and voluntary) must show commitment and the zeal to engage others from diverse backgrounds as agents of positive change. Employees must be ready to work as global citizens as their mandate may not be limited to their areas of jurisdiction but to where help may be needed most. Employees must also have an idea of how 3D spatial models are created as a way of allowing use of millennium Earth Projects that enhances transparency and accountability.

How will the hired employees undergo training and development?       

The organization provides capacity building through training and education especially on matters geospatial. Such trainings can be through formal programs such as workshops through which the target audience is reached to. The development of the employee will be based on the ability to use the social monitoring tool which shows how the promised projects can be compared to what has actually been achieved and within the necessary timeframe (Flude, 2016). The virtual employees may undergo training online and hence they have to be computer literate.

How will the appraisal and recognition be undertaken?

The ultimate mandate of ICGC is to raise an awareness on the issues that society needs and hence help influence change on issues such as environment, sustainable development and other long term goals. Therefore the appraisal process of any team, will be based on the energy and zeal shown in achieving this mandate (Stafford-Smith, 2014). Whereas, for virtual employees this can be seen through the innovativeness’ of an employee and the number of social influence he/she has online, the country based employees will be evaluated and hence promoted based on what the senior management will be seen done from time to time evaluation process. Targets will also be made especially for paid employees so as to ensure that their mandate is well achieved.

What factors will be considered for promotion? Just like in any organization, promotion will be based on performance. However, ICGC being a no-for profit organization, it will be expected that the monetary value attached to such a promotion be for the good of the organization and the community at large. A clear mastery of the mandate of the organization and clear hard work may earn a volunteer