the human resources strategy of elsa...article 2.1 human resources strategy icm cologne 2013...

The

Human Resources Strategy

of ELSA

Amandine Vole and Zulfiya Huseynova

Human Resources Team

ELSA International 2015/2016

Human Resources

Human Resources constitute the foundation

and the driving force of the association.

The human resources in ELSA are mainly:

• Members

• Board Members

• Directors, Assistants, Coordinators and Teams

• Members of Organising Committees

• Alumni

Decision Book, IM, Human Resources

Article 1.3

Human Resources Strategy

The Human Resources Strategy of ELSA (HRS)

is:

• a framework to be implemented

• in all Member and Observer National and Local

ELSA Groups

• with the purpose of increasing the quality and

quantity of ELSA members.

Decision Book, IM, Human Resources

Article 2.1

Human Resources Strategy

ICM Cologne 2013

Adoption of Strategic Goals 2018

Strategic Goals 2018, Internal Structure

ELSA shall focus on Human Resources.

Strategic

Goals

2018

Internal

Structure

ELSA shall

focus on

Human

Resources

The 5 Human Resources Cycles

Recruitment

Integration

Maintenance

Development

and

Knowledge

Management

Farewell and

Alumni

Your old members and alumni

can help you recruit new members

and there you go again.

HR Cycle 1: Recruitment

What?

The stage of approaching potential ELSA members.

Why?

To gain additional individual members.

When?

Continuously at all levels of ELSA.

HR Cycle 1: Recruitment

What is ELSA?

Who are we?

What do we offer?

What will you gain?

Focus on promotion!

Present your

National/Local Group

Promote your events

Involve old members

and new students

in the presentation.

Personal development

Professional experience

Legal knowledge

Legal skills

New friends

Networking

Cultural exchanges

Gain new members!

HR Cycle 2: Integration

What?

The stage of creating a welcoming environment.

For Whom?

For new members.

Why?

To motivate and encourage them to actively take part.

How?

By explaining the activities of ELSA.

By introducing the team spirit.

SPIRE

HR Cycle 2: Integration

Introduction

to ELSA

Spirit

Welcoming

environment

CLUDETEGRATE

HR Cycle 2: Integration

Keep your members informed

Organise meetings for them

Socialise with them

Train them

Involve them in your activities

Let your members aside

Overload them with tasks

Bombard them with information

HR Cycle 2: Integration

Good Practices of the Network

Welcoming Party

To celebrate the first day of your

new members in ELSA.

Mentoring Programme

Pair up a new member with an

old one.

Freshers’ Camp

An adventurous and entertaining

week or weekend to introduce

your members to ELSA.

HR Cycle 3: Maintenance

What?

The stage of determining if your members’ interest is

high, medium or low.

Why?

To boost their motivation for further involvement.

How?

By providing appreciation and personal reward.

HR Cycle 3: Maintenance

Motivation

Appreciation

Reward

Diplomas, Certificates

ELSA Spirit

Active

Involvement

Projects

Organising Committees

Working Groups

Training Events

HR Cycle 4: Development and

Knowledge Management

Development?

The advancement of members to officers.

Knowledge Management?

The transmission of core ELSA information.

HR Cycle 4: Development and

Knowledge Management

Advancement of

members

Continuity of

ELSA

Transmission of

core information

HR Cycle 4: Development and

Knowledge Management

Have a structured archive

Organise training events

Create a National Trainers’ Pool

Have transition with your successor

Develop a coaching system

Lack coordination in the group

Fail to organise the knowledge

Ignore the importance of transition

HR Cycle 5: Farewell and Alumni

Farewell?

The conclusion of a member’s or an officer’s

active involvement in ELSA.

Alumni?

The former active members and officers of ELSA.

HR Cycle 5: Farewell and Alumni

FAREWELL

Why?

To mark the end of the active ELSA career of members or

officers.

To encourage them to continue getting involved as experienced

individuals.

How?

By providing certificates of appreciation and participation.

By organising Farewell events or parties.

By promoting the idea of them staying close as alumni.

HR Cycle 5: Farewell and Alumni

ALUMNI

Why?

To benefit from the experience and expertise of the Alumni.

Practically why?

To motivate new members and officers.

To transfer the knowledge they have gained.

To provide academic and professional contacts.

How?

By welcoming them to attend NCMs, LCMs and transition.

By inviting them to address ELSA events (e.g. as speakers).

By organising social events or receptions for alumni.

By encouraging them to deliver trainings or join the trainers’ pool of

your group.

HR Cycle 5: Farewell and Alumni

ALUMNI

How to keep in contact?

By creating an alumni database.

By keeping them informed about your events and activities.

By meeting with them in person.

By inviting them to join you in your projects or social gatherings.

What’s in it for them?

Social and professional contacts with new members and officers.

Networking opportunities with other alumni.

Experience the ELSA Spirit from time to time.

Implementation

International Level

National Level

Local Level

Implementation: International Level

Purpose

To raise the awareness of the HRS throughout the Network.

Means

Promotion of the HRS in workshops during international

meetings and coaching visits

Supervision of the implementation of the HRS in the Network

Evaluation of the HRS

Responsible

Secretary General of ELSA International

Person/people appointed in charge of Human Resources

Implementation: National Level

Purpose

To have an effective and up-to-date national HRS according to the

standards set in the HRS of ELSA.

Means

Promotion of the HRS to the Local Groups in workshops

during national meetings and coaching visits

Supervision of the implementation of the HRS in the National

Network (using Skype meetings, evaluation, etc.)

Guidelines and advice by ELSA International

Appointment of a Director for Human Resources on national

level

Responsible

Secretary General of the National Group

Director for Human Resources of the National Group (if

appointed)

Implementation: Local Level

Purpose

To have stable and active Human Resources as a basis for the Local

Group.

Means

Step-by-step implementation of all HR cycles thoroughly

Guidelines and advice by the National Group

Appointment of a Director for Human Resources on local level

Responsible

Secretary General of the Local Group

Director for Human Resources of the Local Group

(if appointed)

Evaluation of the HRS

When?

Every year Every three years

At every Spring International

Council Meeting

How?

Presentation of the data

collected by the most recent

State of the Network Inquiry

in front of the Council

Evaluation of the data at the

IM Workshop

After the Spring International

Council Meeting

How?

Evaluation report presenting

the timeline of the data

collected the three last years

By the Secretary General of

ELSA International or the

person/people appointed in

charge of Human Resources

Why?

To measure the effectiveness of the HRS.

To make changes and adjustments for further improvement.

For further information, advice or clarifications, please contact:

The Secretary General of ELSA International at

secgen@elsa.org,

The Human Resources Team of ELSA International at

human.resources@elsa.org.