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Chapter 7 – Human resource management
• What is human resource management?• HRM in sport• Essentials of HRM in sport:
– Planning– Recruitment– Selection– Orientation– Training and development– Performance appraisal– Rewards and retention
• Summary
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What is HRM?
• HRM – the process of matching people to jobs and developing a satisfied and effective workforce
• HRM is central to planning – high cost
• HRM has a direct impact on organizational performance
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Sport employees
• Management
• Administration staff
• Volunteers
• Sport specialists – coaches and scientists
• Professional athletes
• Person centred and goal directed
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HRM in pro sport
• Unique features of sport organizations
• Pro sport club – management, sport specialists, and players
• In pro sport employees at the bottom are paid the most
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HRM in nonprofit sport
• In nonprofit sport unpaid volunteers employ paid staff
• Significant volunteer effort
• Motivations, commitment, satisfaction and performance differ?
• HRM may not be a dedicated function – may share with finance
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HRM in sport events
• Fluctuations in workforce size
• Events require systematic recruitment, selection, and orientation programs
• Also need simple recognition schemes
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HRM process
1. Planning
2. Recruitment
3. Selection and screening
4. Orientation and induction
5. Training and development
6. Performance appraisal
7. Rewards and recognition
8. Retention or replacement
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1. Planning
• Assessing and forecasting HR needs– Future overall demand– Mix of capabilities– Seasonal variations– Specific skill requirements
• Job analysis• Job description• Job specification
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2. Recruitment
• Generating a pool of applicants
• Methods?– Newspaper ads– Organizational websites– Online – Agency
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3. Selection and screening
• Short listing applicants• Paper assessment of letter, form and CV• Interview• Legislative requirements• Personality tests – attitudes and values• Intelligence tests• Trial periods
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4. Orientation and Induction
• Make new employees welcome and valued• Direct supervision• Organizational policies• Employment conditions• Health and safety• Tour of workplace• Training and development opportunities• Performance appraisal
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5. Training and Development
• Skill acquisition
• Designed for individuals
• Driver for organizational performance
• In house vs. external provider
• 5 step process – needs analysis, design program, validate, implement, evaluated
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6. Performance appraisal
• Potential problem area
• Mindset of reviewing performance to improve not to punish
• Goal setting, do, review, improve
• Pro sport is a very public process
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7. Rewards and recognition
• Rewards are clear in pro sport
• Rewards and recognition crucial to maintain volunteer commitment
• Ideas?
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8. Retention or replacement
• Staff losses mean knowledge and skills are lost – costly to replace
• May be hard to dismiss volunteers
• An acceptable level of turnover?