Being strategic and intentional in the management of volunteers is increasingly important to tackle volunteer retention and improve other volunteer outcomes. Drawing on strategic human resource management (SHRM), this inductive study utilizes qualitative data from interviews to explore how volunteers in a large youth organization perceive HR practices of training and recognition. Volunteer accounts are supplemented with focus group data from front-line staff to capture how HR practices are implemented. Findings indicate a disconnect between implemented and perceived HR practices in some, but not all, areas. Inconsistent and unintentional communication was the main driver for negative volunteer perceptions.

在志愿者管理中具有战略性和故意性对于解决志愿者保留和改善其他志愿者成果变得越来越重要。这项归纳性研究利用战略人力资源管理（SHRM），利用访谈中的定性数据来探索大型青年组织中的志愿者如何感知培训和认可的HR做法。前线工作人员的焦点小组数据补充了志愿人员账户，以记录人力资源实践的实施方式。调查结果表明，在某些（但不是全部）领域中，已实施的人力资源实践与公认的人力资源实践之间存在脱节。不一致和无意的沟通是导致志愿者产生负面看法的主要原因。