Human Resource Management in Human Resource Management in Physical Education and SportPhysical Education and Sport

March 03, 2005March 03, 2005

Grant KendellGrant KendellShawn O’BrienShawn O’BrienJason WilkinsonJason Wilkinson

Human Resource Management Human Resource Management Presentation Objectives Presentation Objectives

Three Objectives:• Defining Human Resource

Management• Importance of

Understanding Discrimination

• The Six Stages to Attaining new HR

DefinitionsDefinitions · Discrimination · Recruitment · Screening · Discrimination · Recruitment · Screening · Hiring · Training ·· Hiring · Training · RetainingRetaining

“…the process of accomplishing organizational objectives by finding, acquiring, developing, and keeping the right people to form a qualified workforce.”

Bucher & Krotee (2002).

DefinitionsDefinitions · · DiscriminationDiscrimination · Recruitment · · Recruitment · Screening · Hiring · Training ·Screening · Hiring · Training · RetainingRetaining

“The function primarily concerned with the utilization and development of Human Resources in a particular company or organization. It involves the planning of human resource needs, staffing, training, and compensation.” Schiwind et al. (1993).

DefinitionsDefinitions ∙∙ DiscriminationDiscrimination ∙∙ Recruitment Recruitment ∙∙ Screening Screening ∙∙ Hiring Hiring ∙∙ Training Training ∙∙ RetainingRetaining

Questions on HRM?Questions on HRM?Retaining

Training

Hiring Selection

Recruitment

Job Analysis

Discrimination

HRMHRM

Retaining

Training

Hiring Selection

Recruitment

Job Analysis

Discrimination

HRMHRMPolicy

Legal Issues

ConflictResolution

Unions

Supervising

HRMHRMPolicy

Legal Issues

ConflictResolution

Unions

Supervising

HRMHRM

DefinitionDefinition ∙∙ DiscriminationDiscrimination ∙∙ Recruitment Recruitment ∙∙ Screening Screening ∙∙ Hiring Hiring ∙∙ Training Training ∙ Retaining∙ Retaining

Discrimination has many faces

• “…unequal treatment of persons, whether in hiring promoting, or discharging on the basis of some characteristic or trait not related to direct job performance.”

– Dolan & Schuler (1987)

DefinitionDefinition ∙∙ DiscriminationDiscrimination ∙∙ Recruitment Recruitment ∙∙ Screening Screening ∙∙ Hiring Hiring ∙∙ Training Training ∙ Retaining∙ Retaining

• “…a showing of partiality or prejudice in treatment, specific action or policies directed against the welfare of minority groups.”

• Bucher & Krotee (2002).

• Direct versus Indirect• Schwind et al. (1995).

DefinitionDefinition ∙∙ DiscriminationDiscrimination ∙∙ Recruitment Recruitment ∙∙ Screening Screening ∙∙ Hiring Hiring ∙∙ Training Training ∙∙ Retaining Retaining

How can we identify discrimination?

Canadian Human Rights Act:• Race or Color• Nationality or Ethnicity• Religion• Age• Sex• Marital Status• Persons with Disability

– Dolan (1987)

Questions on discrimination?

DefinitionDefinition ∙∙ DiscriminationDiscrimination ∙∙ RecruitmentRecruitment ∙∙ Screening Screening ∙∙ Hiring Hiring ∙∙ Training Training ∙ Recruitment∙ Recruitment

“One of the most important considerations in human resource management is recruiting, selection, and hiring the most qualified personal.”

Bucher & Krotee, (2002)

DefinitionDefinition ∙∙ DiscriminationDiscrimination ∙∙ RecruitmentRecruitment ∙∙ Screening Screening ∙∙ Hiring Hiring ∙∙ Training Training ∙ Retaining∙ Retaining

“…the process of locating, identifying and attracting applicants capable of and interested in filling job vacancies.”

• Slack, (1997)

DefinitionDefinition ∙∙ DiscriminationDiscrimination ∙∙ RecruitmentRecruitment ∙∙ Screening Screening ∙∙ Hiring Hiring ∙∙ Training Training ∙ Retaining∙ Retaining

6 Stages to attain new Human Resources:

1. Consider the needs of the position and the organization (job analysis & job description)

2. Build an applicant pool (Recruiting)3. Evaluate the applicants (Screening)4. Make a selection 5. Hire and train 6. Retaining

DefinitionDefinition ∙∙ DiscriminationDiscrimination ∙∙ RecruitmentRecruitment ∙∙ Screening Screening ∙∙ Hiring Hiring ∙∙ Training Training ∙∙ Retaining Retaining

Assure Getting Who You Want:Stage 1: Is There a Need?• Job Analysis• Job DescriptionStage 2: The Recruiting

Process• Notices of Position Vacancy• File Resumes• Develop an Applicant Pool

Class Activity: The objective of this activity is to Class Activity: The objective of this activity is to develop an understanding of the job description develop an understanding of the job description using the information discussed in class.using the information discussed in class.

• Dr Alex Care, an Associate Professor for HKIN in retiring at the end of the year…Therefore, a new HKIN 400 professor must be hired.

• Get into groups (every 2 rows) and draft a job description that HKIN can use in order to recruit new candidates.

• For example:– Education– Experience– Etc…

• We encourage creativity

Class Activity: Create a Job Class Activity: Create a Job DescriptionDescription

• Curriculum Vitae: University of Alberta, Edmonton B.P.E. Physical Education 1962; University of Alberta, Edmonton M.A. Motor Learning 1969; University of Oregon, Eugene Ph.D. Motor Behavior/Admin 1972

• Specialization: Physical Education –  Instructional and Coaching Effectiveness, Teacher Education, Program Development, Implementation and Evaluation.

DefinitionDefinition ∙∙ DiscriminationDiscrimination ∙∙ Recruitment Recruitment ∙∙

ScreeningScreening ∙∙ Hiring Hiring ∙∙ Training Training ∙∙ Retaining Retaining

Stage 3: Steps in screening

• Review files• Narrow down to 3 to 5

candidates • Interview• Final decision after

reevaluation of candidates

DefinitionDefinition · · DiscriminationDiscrimination · Recruitment · Screening · · Recruitment · Screening ·

HiringHiring · Training · Training ∙ ∙ RetainingRetaining

Stage 4: Important Steps when Hiring

• Grace period • Final negotiations• Signing Contracts• Orientation

DefinitionDefinition · · DiscriminationDiscrimination · Recruitment · Screening · Recruitment · Screening · ·

Hiring ·Hiring · Training Training ∙ ∙ RetainingRetaining

Stage 5: Training and Staff Development for the Long Term

• Work Shops• Holding Retreats• Develop a resource Library• Specialized Staff Meetings• In House Training• Conferences

DefinitionDefinition · · DiscriminationDiscrimination · Recruitment · Screening · · Recruitment · Screening ·

Hiring · Training Hiring · Training RetainingRetaining

Stage 6: Retaining Your Human Resources

• Make Job Motivating• Give Feedback• Manage Your Top Performers• Give Perks• Reinforce “Team Spirit”

Summary of Three Summary of Three ObjectivesObjectives

• What is Human Resource Management?• Importance of Discrimination• Six Steps to Attaining New HR.

– Job Analysis and Description– Recruitment– Need for Screening and Selection– The Hiring Process– Training and Retraining

ReferencesReferences

Bucher, C. & Krotee, M. (2002). Management of Physical Education and Sport 12th edition. McGraw Hill. New York NY.

Dolan, S., & Schuler, R. (1987). Personnel and Human Resource Management in Canada. West Publishing Company. St Paul.

Parkhouse, B. (1991). The Management of Sport: Its Foundation and Application. Mosby Year Book. St.Louis.

Railey, J., & Railey, P. (1993). Managing Physical Education, Fitness, and Sport Programs. 2nd Edition. Mayfield Publishing Company. Mountain View, California.

Schiwnd, H., Das, H., Wether, W., Davis, K., (1995). Canadian Human Resource Management: 4th Edition. McGraw Hill Ryerson Limited. Canada.

Slack, T. (1997). Understanding Sport Organizations: The Application of Organization Theory. Human Kinetics Publishing. Champaign, Il.

Pictures found at: http://www.kimlyons.com/photogallery.html http://www.collectionscanada.ca/olympians/index-e.html

Class Activity: The objective of this activity is to Class Activity: The objective of this activity is to understand the factors and implications involved understand the factors and implications involved when hiring certain individuals.when hiring certain individuals.

• You are a manager for highly successful local privately owned fitness center.

• Due to high demand, you have decided to hire a new personal trainer (PFLC) to complement your staff.

• After screening applicants you have narrowed it down to two prospective employees (Chad and Bambi).

• Each applicant scored equally well on their application and interview.

• In the groups that you were in earlier decide on who you would hire, and why?

• One person in each group will be responsible to discuss reasoning to the class.

Chad De Sousa

Bambi Winters