the human resources strategy of elsa...article 2.1 human resources strategy icm cologne 2013...
TRANSCRIPT
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
The Human Resources Team of ELSA International at