Human Resource Business Partner Volunteer for Nature Counter by CrowdDoing

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Human Resource Business Partner Volunteer for Nature Counter by CrowdDoing

CrowdDoing studied biophilia in cities and found that there are more than one hundred diseases that can be prevented through access to nature.[1] Nature Counter is a CrowdDoing concept, soon to become a functional prototype that lets each person see if they are getting that level of time in nature per week or per month. Time in nature is approximated through the kind of nature that exists in cities-- geo-locations of people based on their cell phones when they are in parks. Nature Counter tracks each person’s time spent in parks when the application is on. This allows people to track it the way step counters track the number of steps they take. The aim is to have a universal public health goal of getting the city’s people to have enough time in parks to realize the biophilia collective health dividend. The concept is that spending time in nature is both an individual activity and a collective goal that friends should encourage each-other to achieve. Nature Counter is aimed at getting each person to track their time in nature and adjust their calendar over time to increase that time. Our estimations are that people’s time in nature would rise if they could track this and have target goals for their health due to time in nature accordingly. 120 Minutes per week in nature is also geo-locateable on phones. Have you gotten your 120 minutes a week at medium edose nature, or 90 minutes a day of high dose nature? That is determinable by if your smart phone shows you in the park for how many minutes. We aim to build an app that counts how many minutes in nature each week you have spent and reporting that back to the person. This is like step counts, but based on time in nature as walks through non-parks don’t count for the nature counter. Time in parks or on coasts count. Can we validate against known locations of parks? I see "park" is a place type on google;s api for example- (https://developers.google.com/places/supported_types).


As a Human Resource Business Partner Volunteer at
CrowdDoing.World, there are a number of key responsibilities:

• Prepare or maintain volunteer records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
• Review volunteer applications and volunteer requests to match applicants with volunteer requirements.
  
• Inform volunteer applicants of details such as duties and responsibilities, the fact that roles for volunteers are not financially compensated, intrinsic benefits (see below), schedules, working conditions, or promotion opportunities.
• Select qualified volunteer applicants or refer them to managers, making hiring recommendations when appropriate.
• Schedule or conduct new volunteer orientations.
• Maintain and update human resources documents, such as organizational charts, volunteer handbooks or directories, or learning and development support forms.
• Confer with management to develop or implement personnel policies or procedures.
• Contact volunteer applicants to inform them of the status of their applications.
• Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
• Interview volunteer applicants to obtain information on work history, training, education, or volunteer skills.
• Perform searches for qualified volunteer candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, volunteer fairs, recruiting firms, or employee referrals.
• Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
• Analyze volunteer-related data and prepare required reports.
• Advise management on organizing, preparing, or implementing recruiting or retention programs.
• Develop or implement recruiting strategies to meet current or anticipated staffing needs.
• Conduct reference or background checks on volunteer applicants for leadership roles.
• Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
• Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
• Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.

Knowledge-

• Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
• Administrative - Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology.
• Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
• English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
• Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
• Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
• Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

Skills

• Speaking - Talking to others to convey information effectively.
• Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Reading Comprehension - Understanding written sentences and paragraphs in work-related documents.
• Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Writing - Communicating effectively in writing as appropriate for the needs of the audience.
• Service Orientation - Actively looking for ways to help people.
• Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
• Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
• Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
• Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
• Instructing - Teaching others how to do something.
• Coordination - Adjusting actions in relation to others' actions.
• Learning Strategies - Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
• Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
• Negotiation - Bringing others together and trying to reconcile differences.
• Time Management - Managing one's own time and the time of others.

Abilities-

• Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
• Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
• Written Comprehension - The ability to read and understand information and ideas presented in writing.
• Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.
• Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem.
• Speech Clarity - The ability to speak clearly so others can understand you.
• Speech Recognition - The ability to identify and understand the speech of another person.
• Written Expression - The ability to communicate information and ideas in writing so others will understand.
• Near Vision - The ability to see details at close range (within a few feet of the observer).
• Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
• Information Ordering - The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
• Category Flexibility - The ability to generate or use different sets of rules for combining or grouping things in different ways.

• Explain regulations, policies, or procedures.
• Administer personnel recruitment or hiring activities.
• Update knowledge of legal or regulatory environments.
• Administer compensation or benefits programs.
• Perform human resources activities.
• Evaluate personnel practices to ensure adherence to regulations.
• Maintain data in information systems or databases.
• Verify application data to determine program eligibility.
• Coordinate personnel recruitment activities.
• Develop training materials.
• Train personnel to enhance volunteer skills.
• Review license or permit applications.
• Discuss business strategies, practices, or policies with managers.
• Advise others on business or operational matters.
• Inform individuals or organizations of status or findings.
• Conduct eligibility or selection interviews.
• Train personnel on managerial topics.
• Evaluate effectiveness of personnel policies or practices.
• Prepare operational reports.
• Advise others on human resources topics.

• Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
• Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
• Social - Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.\

• Integrity - Volunteer role requires being honest and ethical.
• Cooperation - Volunteer role requires being pleasant with others on the volunteer and displaying a good-natured, cooperative attitude.
• Attention to Detail - Volunteer role requires being careful about detail and thorough in completing work tasks.
• Self-Control - Volunteer role requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
• Dependability - Volunteer role requires being reliable, responsible, and dependable, and fulfilling obligations.
• Adaptability/Flexibility - Volunteer role requires being open to change (positive or negative) and to considerable variety in the workplace.
• Stress Tolerance - Volunteer role requires accepting criticism and dealing calmly and effectively with high-stress situations.
• Concern for Others - Volunteer role requires being sensitive to others' needs and feelings and being understanding and helpful on the Volunteer role.
• Independence - Volunteer role requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
• Social Orientation -Volunteer role requires preferring to work with others rather than alone, and being personally connected with others on the Volunteer role .
• Analytical Thinking -Volunteer role requires analyzing information and using logic to address work-related issues and problems.
• Leadership -Volunteer role requires a willingness to lead, take charge, and offer opinions and direction.
• Initiative -Volunteer role requires a willingness to take on responsibilities and challenges.
• Persistence -Volunteer role requires persistence in the face of obstacles.
• Innovation -Volunteer role requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
• Achievement/Effort -Volunteer role requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.

Intrinsic benefits of volunteer participation-
https://generosityresearch.nd.edu/assets/13636/clary_snyder_volunteer_function_inventory_scale.pdf
The Motivations for Volunteering

• Values function the person is volunteering in order to express or act on important values, such as humanitarianism and helping the less fortunate
• Understanding function the volunteer is seeking to learn more about the world and/or exercise skills that are often unused
• Enhancement function the individual is seeking to grow and develop psychologically through involvement in volunteering
• Career function the volunteer has the goal of gaining career-related experience through volunteering
• Social function volunteering allows the person to strengthen one’s social relationships

Mission

CrowdDoing.world believes in the exponential potential of global collaboration to de-risk and develop social innovations and leverage diverse capabilities to realize shared goals. CrowdDoing leverages multiple intervention points and under-utilized capacities to achieve operating leverage for systems change. CrowdDoing is able to achieve this kind of compound leverage for impact across our portfolio areas from homelessness prevention, prevention derivatives, health benefits from spending time in nature, medicinal foods for stress and anxiety, and preventing isolation as a side effect of virtual volunteerism. All of these are anticipatory solutions which allow people to get ahead of their risks of catastrophe. CrowdDoing leverages under-utilized capacities to make it feasible for our solutions to potentially reach the scale of the problems we face together.

What

CrowdDoing works in sustainability, anti-poverty, public health, education, and research. We aim to address UN Sustainable Development Goals and beyond through our social innovation efforts.

CrowdDoing approaches each collective challenge through the lens of operating leverage for systems change via social innovation. This allows us to identify different under-utilized capacities that could make addressing problems in our society more feasible in the future.

At CrowdDoing, each of us adopts a dimension of a larger challenge. We collaborate within our convenient feasibility on this with others. We don’t expect ourselves to have every expertise. We rely on each-other.

We include broad participation by micro-leaders in systemic change through specific social innovations that we can build together.

Why

Service learning focused on social innovation can be efficient simultaneously at achieving impact, and at teaching skills needed in the future. Service learning and skilled volunteering have demonstrably been efficient and effective approaches to helping individuals acquire skills for a VUCA (volatility, uncertainty, complexity, and ambiguity) world in a diversity of fields-from human resources to engineering to project management to data science.

CrowdDoing aims to scale participation through skilled volunteering and service learning opportunities to help enterprises and institutions foster social innovation. Better mental health, physical health and productivity among employees are among the intrinsic incentives that prompt companies to adopt employee volunteer programs. LearniNng, creating impact, and achieving mental and physical health benefits are intrinsic incentives that prompt employees to participate in volunteering & service learning programs.

Research shows professional development is most effective when hands on through challenging / new projects and experiences.

How

Micro-leadership at CrowdDoing means that while each person adopts a dimension of responsibility for a collective problem in our society, each of us does not take on the worry about the whole. We take on a level of responsibility that is safe for each of us to have comfort in.

Service learning combines learning objectives with community service in order to provide a pragmatic, progressive learning experience while meeting societal needs. Service learning and skilled volunteering helps to bridge skill & social innovation gaps to achieve sustainable development goals.

For more information about our organization, initiatives and opportunities go to our website at www.crowddoing.world .

Areas of Focusing

Public Health

Nature Counter

encourage people to improve mental health by spending time in nature

Biophelia

encourage hospitals to embrace vertical gardens

Medicinal Foods

research foods and herbs that improve sleep and reduce stress and anxiety

Sustainability

Prevention Derivatives prevent catastrophic risk to health and property instead of risk transfer markets

Debt for Nature

forgive debt to address gap in conservation and regeneration

Crypto Impact

develop a sustainability index

Anti-Poverty

Homelessness Prevention zero-subsidy affordable housing based on appreciation-based financing models

Crypto Impact

potential applications for anti-poverty

Equity Diversification Vehicle

social innovation products, services and organizations

Systems Change Research & Development

Systems Change

research and development, YouTube show and podcast

Doppelgangers United

a radical collaboration cluster

Venture Lab

Volunteer Functions

Subject Matter Experts

Engineers

Project/People Managers

Organizational Support

Cryptocurrency

Finance

Medicinal Foods

Systemic Change

Affordable Housing

Front end

Back end

UX/UI

Data Science

Project management

Team management

Product planning

Project planning

Human Resources

Marketing

Data & Security

Compliance

Grant Writing

Upskilling Areas of Opportunities

Individual

Communication

Collaboration

Business

Adaptability

Accountability

Career Management

Emotional Intelligence

Flexibility

Analytical Thinking

Conceptualization

Creative Thinking

Critical Thinking

Time Management

Marketing

Content Development

Public Speaking

Presentations

Advocacy

Mentorship/Coaching

Brainstorming

Active Listening

Social Media

International Teams

Networking

Persuasion

Management

Delegation

Relationship building

Team building

Conflict resolution

Mentoring

Meeting Management

Impact Analysis

Decision Making

Strategic Planning

Goal Setting

Partnerships

Resource Management

For questions and correspondence regarding codesigning a perfect volunteer role for yourself in the CrowdDoing systems change venture lab please email: "Journey.ikigai@crowddoing.world"