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Human Resource Management

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pamela ngo

on 10 November 2014

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Transcript of Human Resource Management

Human Resource Management
& Event Volunteers.

The Event Environment
Human Resource Planning & Event Project Planning
Managing Volunteers
Policy & Procedures
Culture
Communication
Motivation & Retention
Leadership

RECRUITMENT
is the process of attracting potential candidates to the organization
SELECTION
is the process of choosing the most suitable candidates
SOURCING CANDIDATES & ADVERTISING
CONFIRM JOB DESCRIPTION
&
PERSON SPECIFICATION
Internet advertising on event organization's website
Employment Agencies and Recruitment Consultants
Newspaper Advertising
Job Search Websites
Association and Clubs

What is an Event?
Recruitment & Selection
Goldbatt (1997, p.2) says, "a special event is a unique moment in time, celebrated with ceremony and rituals to satisfy special needs".
Celebrate
Inspire
Commoderate
Intangible: an asset that does not have a physical presence but has a value to the business.

Untasted: an asset that does not subjected to examination, experiment, or experience.
Planning the vision and goals of the event makes Human Resorces Management important.
Typical Stakeholders:
-Competitors
-Consumers
-Suppliers
-Managers
-The Community
-Shareholders
-Owners

vs
ACTIVITY ONE: WHAT HUMAN RESOURCES ARE NEEDED FOR THESE EVENTS?
16TH BIRTHDAY PARTY
'SWEET SIXTEENTH'
GLASTONBURY
MUSIC FESTIVAL
"You are being paid for creating memorable positive experiences, you and your staff are the most critical resouce that makes a guest's experience memorable".


"Issues such as human resource organsiation, training and employee retention are vital if you are to remain competititive"

(- Goldbatt 2004, p.108)

The dynamic enviroment of design, planning and delivery of an event.
- Effective Recruitment and Selection

- Policy and Procedures

- Management of Volunteers

- Understanding Culture

- Communication within the Workforce

- Motivation and Retention of Workforce

- Leadership
-Age
-Race
-Sex
-Marital Status
-Religion
-Country of Origin
-Disability

THE OFFER
Definitions:
Types of Policies
-Data Protection
-Human Rights
-Equality
-Child Protection
-Drugs and Alcohol
-Dealing with Public
-Grievance Procedures
-Sexual Harassment
-Health and Saftey

The Legislation
TRAINING


48 hours minimum working week
4 week paid holiday
minimum daily rest periods of 11 hours
20 minutes daily break after 6 hours work, in terms of young workers 45 minutes break if they work more than 2 hours and half
a weekly rest period of 24 hours every 7 days
COMPENSATION:
Similarities:
both about guiding or controlling a group of people to acheive a goal.
Clue: There is a theme of influence in the definition of leadership:
Activity : Match the Characteristics
Manager
Leader
High Risk Nature
Inspire, Motivate and Control
Project Based
Harnessing Energy and Commitment
Leaders need to convey the events purpose, inspire and praise.
Overall...
High volume of contractors and volunteers
Effective leadership ensures no ineffciencies, unproductivities and bad communication
ONLY ONE CHANCE
Culture is the way in which someone or a group of people choose to live. It is a system of learned patters of behaviours and characteristics within a group or society.
Motivation
Initiates, guides and maintains goal oriented behaviours.
A willingness or desire to do something.
Driving force behind human behaviour.
Retention
Is the ability to maintain its employees within the organisation.
CONTENT
PROCESS
1.
2.
Content Theory:
Douglas McGregor : Theory X & Theory Y
Dislike work
Aviod responsibility
Need to be directed
Need to be controlled, forced or threatened
Constant supervision
Take and seeks responsibility
Motivated to fulfill goals
Consider work as a natural part of life
Solve problems imaginatively
Process Theory:
Adam's Equiy Theory
-Changing work inputs
-Changing rewards recieved
-Leaving the situation
Feelings of inequity are determined by the individual's interpretation of the situation.
Workplace culture is often defined as the "way of life" for the employees in a particular workplace. Elements included such as law, language, power relationships, conventions and conflict management processes.

Types of Motivators
Job
Satisfaction/
Rewarding Job
Job Enrichment
Feedback,
Appraisals,
Freedom
Reward Systems
Money
Incentives
Job Enlargement
- Communication
- Team Building
-Time

These are all key elements to be considered when dealing with people from different cultures. It is important to understand that not everyone has the same morals and beliefs known as norms and values when discussing the term 'culture'.
increase operations
responsibility
Quality of Work Life
Society has grown and changed significantly, people now learn and embrace other cultures within our westernised culture here in the UK. Although there are a minority who disagree and will not accept others
norms and values
, the masses have decided to embrace others culture; it 'broadens the mind'.
Communication is a process through which meaning, signs and values are exchanged.
Non-verbal communication (NVC)
Verbal communication (VC)
SELECTION CRITERIA & ACCEPTANCE
Social networking
Mobile technology
Email
Skype/FaceTime
There are many ways in which the transmittion of communication can be stopped from the sender to the reciever in the chanel of transmittion.

‘Presenting flawless and integrated service to visitors’ (Byrne et Al., 2002).
'Inside the Fence'
‘Non profit and voluntary organisations have been credited with contributing to what scholars are increasingly coming to call ‘social capital’, those bonds of trust and reciprocity that seem to be crucial for a democracy and a market economy to function effectively’. Hall et al. (2005)


Why Recruit Volunteers?
Establish the event
Expand the workforce
Expand the level of customer service and contributing to the community spirit
Create a social impact and Contribute to diversity
Expand the network and belief in the ethos of volunteering
Equal opportunity


It is the law to prevent discrimination in job section
discriminations such as:
The policy
Increases
Creates
Allow
Sets
SHOULD BE :
Published
Implemented
Ensure
A SMALL CASE STUDY
Colley
VS
British Road Services Ltd
1994
Daniels K. and Macdonald L. 2005
Oxford University Press - A dictionary of business and management, 2009
IDENTIFYING
DISCUSS
ESTABLISHING A VACANCY

defines skills and qualifications of the potetial employee


responsability to track the proof of qualification
responsability to contact the recruiting manager to negotiate the timescale

REQUISITION&APPROVAL
MANAGERS
HUMAN RESOURCES
The Process
Cadidates are sorted
Interview
Explaining
Evaluating
&
Big Events
Global Events provides:
Agencies
Sponsor Recruited
Trained voluteers
TRAINED
20.000 Volunteers
EFFECTIVE
Provides:
TEMPLATE
SPACE TO ATTACH LETTER
LETTER
Position offer
Compensatio/pay
Benefits
Stats and finish date
handbook for policies and rules
POLICY
PROCEDURES
Intended course of action
The more specific, detailing the steps involved in seeing the intent of the policy
References :
HEALTH AND SAFETY
LOOK AFTER
PROTECT
CONTROL
COVER
PROVIDE
PREVENT
The layont of the venue
examples of event-specific risks likely to be met
potential hazard and potential risks
first aid treatment
THE LEGISLATION STATES THAT
THERE SHOULD BE
PROVIDE
RESERVED
COMPENSATE
Health and safety statistics
Key annual figures 2012/13
INJURIES:

148 workers were killed at work

78 222 other injuries to employees were reported

175 000 reportable injuries

ILL HEALTH

1.1 million people who worked during the last year were suffering from an illness caused by the work or made worse by he work

WORKING DAYS LOST:

22.7 million ddays were lost due to work-related ill health.

ECONOMIC COST IN BRITAIN

Workplace injuries and ill health cost society an estimated £13.8 billion
Byrne, C. ,Houen,J. and Seaberg, M. 2002. One team. Communication World, 28-32.

Cuskelly, G and Auld, c. 2000. Volunteer Management: A Guide to Good Practice. Australian Sports Commission: Active Australia.

Cabinet Office, 12th February 2013, New official statistics show resurgence in volunteering as millions more give their time to help others. [online] Crown Copyright. Available at: https://www.gov.uk/government/news/new-official-statistics-show-resurgence-in-volunteering-as-millions-more-give-their-time-to-help-others [accessed: 20th November 2013]

Daniels, K., Macdonald L., 2005. Equality, Diversity and Discrimination: A Student text. London: Chartered Institute of Personnel and Development.

Goldblatt, J. J., 2004. Special events: event leadership for a new world. NY: Wiley.

Goldsmith IBS Limited 2013. Motivation [online] Available at:
http://www.goldsmithibs.com/resources/free/motivation/notes/summary%20-%20motivation.pdf [accessed 20 November 2013].

Graham H.T., Bennett, R., 1992. Human Resources Management. 7th Edition. London: Pitman Publishing

Hall, M. et al. 2005. The Canadian Nonprofit and Voluntary Sector in Comparative Perspective. Imagine Canada, pg 11.London 2012 Media Fact Pack, 2012. [online] Available at: http://d2mns3z2df8ldk.cloudfront.net/l-and-p/assets/travel-trade/london-2012-travel-trade-media-pack.pdf [accessed: 20th November 2013]

Health and Safety excecutive, 2013. Annual statistic report for Great Britain [online]. London: Health and Safety Excecutive.

Lowlink, 2013. Generals Department Equal Employment Opportunity [online]. Place of publication: Department of Attorney General and Justice. Available from:http://www.lawlink.nsw.gov.au/Lawlink/Corporate/ll_corporate.nsf/pages/attorney_generals_department_equal_employment_opportunity [Accessed 12 November].

Macmillan Cancer Support, 2012. About Coffee Morning [online] http://coffee.macmillan.org.uk/About/Aboutourevent.aspx#.Uo0TOcQvU5M [accessed 20th November 2013]

MindTools.com. 2013. The Blake Mouton Managerial Grid. [Online]. Available from: http://www.mindtools.com/pages/article/newLDR_73.htm. [Accessed: 19 November 2013].

Shone, A. and Parry, B. (2004). Successful Event Management, 2nd edn. Thomson Learning.
Team Technology. [online] Avaliable from: http://www.teamtechnology.co.uk/leadership/management/overview/ [Accessed 19 November 2013].

The Economist Newspaper Limited 2013. 2008.Theories X and Y. [Online]. Available from: http://www.economist.com/node/12370445 [Accessed: 19 November 2013].

Van Der Wagen, L., 2007. Human resource management for events. Oxford: Elsevier Butterworth-Heinemann, 57-74

Wagen, L. V., 2007. Human Resource Management for Events. Oxford: Elsevier Ltd.

Waite, M., Hawker, S., 2009. Oxford Paperback Dictionary & Thesaurus. 3rd Edition. Oxford: Oxford University Press
Event Communication
Goldblatt (2005) states that event management is a profession where success or failure depends on communication.
Cross-culture communication
Working collaboratively

For an event to be successful, any issues that could have caused any potental problems need to be resolved working collaboratively and productively.
'Magic Moment'
The magic moment which features in event business is when everyone realises that only collaboration from this point onwards will enable the event to meet its deadlines.
Full transcript