...customer relationships in the value creation process and it gives a potential differential point from the other competitors by recruiting the best players. Soccer is popular and profitable industry and its competitive advantage is created by mainly the human capital such as players, coaches, managers and other technicians. Even though soccer is mostly considered as a hobby by many people, soccer clubs are actually organizations that have organizational structures as similar as any other. These organizations have Human Resource Management (HRM) that is responsible for recruiting, selecting and providing additional support for their employees such as trainings, wage, and benefits. HR management in entertainment and sport industry is a very specific topic because they usually deal with the recruitment of very talented people connecting them with the brand of the soccer organization and as well as the marketing strategy. The combination of HR, marketing and brand management is giving the competitive advantage of the soccer team. (Taylor T., 2008) In order to represent the importance of HR strategy I have chosen Manchester United because they are experiencing significant changes in their success and strategy on the field due to the retirement of their coach Alex Ferguson that has managed the team for 27 years and the responsible manager for recruiting players David Gill. The current situation is a proof of the importance of the human resource management in gaining competitive...
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...influence the organization culture. Nonprofit organizations have challenges recruiting and retaining talented employee’s, which can make it difficult to achieve organization mission, vision, and culture. According to Yazinski (2009), “Employees leave organizations for reasons; oftentimes these reasons are unknown to their employers”. Mental Health America has to strategize to recruiting staff as well as retaining methods to maintain development and competency. Evolving practices such as changing delivery cause stakeholders to assess the cost effectiveness and advances in technology. Strategies for Recruiting According to Longest Jr. & Darr (2008), “as noted recruiting involves attracting internal or external applicants” (pp. 448). Recruiting begins with the selection process, management must understand the overall cultures mission, and vision to recruit potential staff that will fit with the values or the organization to retain employment and minimize staff turnovers. Once, the recruitment process is complete management the orientation process begins for employers. According to Longest Jr. & Darr (2008), “orientation should include information about the physical facility, organizational structure, universal precautions, fire and safety programs, the employee health service, employee assistance program (EAP), and other HR department services” (pp. 448). Mental Health America’s recruiting techniques are...
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...employee turnover rate is the highest in the hospitality Industry. (Cha-International, n.d.) In Green Mountain study, Gunter, the partial owner of the resort, believed the high turnover rate was a major problem, and he was determined to change it. Gunter believed he could fix his “chronically sick organization” by using benefits and promotion opportunities as incentives to convince employees to stay. As described in the book, Management Organizational Change, Gunter performed as a director of change by believing his change action would result in an intended outcome, (Palmer, Dunford, & Akin, 2009, p. 40). Gunter may have been using the empirical-rational strategy of change. Empirical-Rational change strategy assumes “people are rational and follow their own self-interest (p. 25).” The problem with this strategy was Gunter did not accept that the employee’s self-interest was to get training at the Green Mountain...
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...the Bus Project 2015 Administrative Issues in Coaching - KINS-7430-01F Dr. Drew Zwald By: Steve Masterman-Smith INTRODUCTION: Although I am currently working as a Graduate Assistant Equipment Manager with Georgia Southern Baseball, and I hope to pursue this avenue in athletics, I have coached at every level from 4-5 year olds through high school. My degree from Florida State is in Physical Education and I have minors in both coaching and business. I was also certified by the American Coaches Effectiveness Program when I attended Florida State. I most recently worked with the past 2 Athletic Directors at Robert Toombs Christian Academy in the Vidalia area where my boys attend school. I was an assistant football and baseball coach there in addition to handling all the equipment manager duties and video responsibilities for all sports. I am going to use RTCA as my basis for this project. CURRENT PROGRAM School: Robert Toombs Christian Academy Location: Lyons, GA Grades: 3K thru 12 Enrollment: Approximately 350 – 100 Middle School Students 115 High School Students Athletic Department Budget: Approximately $60,000 Athletic Department Funding: Student Activity fee included in tuition of all students Home game gate Home game Concessions Sports Offered: Junior Varsity (Middle School – 5th graders are eligible to compete on JV teams, 8th graders allowed to compete in varsity level in all sports except football) Boys Girls Football Softball ...
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...* Chapter Introduction * 7-1Recruiting Employees * 7-1aInternal Recruiting * 7-1bExternal Recruiting * 7-1cMethods for External Recruiting * 7-1dInternships: A Mixed Model * 7-1eRealistic Job Previews * 7-2The Selection Process * 7-2aSteps in Selection * 7-2bBasic Selection Criteria * 7-3Popular Selection Techniques * 7-3aApplications and Background Checks * 7-3bEmployment Tests * 7-3cWork Simulations * 7-3dPersonal Interviews * 7-3eOther Selection Techniques * 7-4The Selection Decision * 7-4aMultiple Indicators * 7-4bSelection Errors * 7-4cReliability and Validity * 7-4dLegal and Effectiveness Issues in Recruiting and Selection * 7-5Training and Development * 7-5aManagement Development * 7-5bOrganizational Development * 7-5cEvaluating Training and Development * Chapter Review * Chapter Summary * Learning Objectives * Key Terms * Key Points for Future Managers The Coaching Carousel It’s called the coaching carousel. Every year when football season ends, coaches get fired and new coaches get hired. And because every team needs a head coach, there is precisely one job at each team and that job has to be filled—quickly. Consider the National Football League. Every team wants to make the playoffs, so that becomes the critical measure of success. The day after the regular season ends is known as Black...
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...Running head: School Improvement School Improvement |School Improvement Team | |Members |Principal, Assistant Principal, Guidance Councilor, 1 Teacher from | | |each grade level, Ell Teacher, Special Education Teacher, Parent, | | |Math coach, Literacy Coach, Curriculum Director | |Objectives |1. All Students at Williamson Elementary will Score a 400 or better | | |on the Ohio Achievement Assessment in reading by the spring of 2012 | | |to show Adequate Yearly Progress. | | |2. All Students at Williamson Elementary will Score a 400 or better | | |on the Ohio Achievement Assessment in math by the spring of 2012 to | | |show Adequate Yearly Progress. | | |3. Williamson Elementary School will improve student...
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...Introduction & trends in HR 1-“The point is that these differences demand attention so that each person can maximize his or her potential, so that organizations can maximize their effectiveness and so that the society as a whole can make the wisest use of its human resources” (Cascio). 7-S framework created by McKinsey & Company distinguishes seven components in a company’s architecture: strategy, structure, systems, staff, style, skills and shared values. PF Drucker had remarked that “man, of all the resources available to man, can grow and develop purpose of human resource management is to improve the contribution made by people to organizations, (Davis) through effective and efficient use of resources HRM is, to some extent, concerned with any organizational decision which has an impact on the, workforce or the potential workforce (Bernardin). It is basically a method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organization” (Pigors and Myers). Terry, HRM is not a one short deal “An identifiable ability that is perceived to add immediate or future value to any prescribed activity, discipline or enterprise”(Maurice, 2003) Rudrabasavaraj, personnel administration in India, as it is interpreted, discussed and practiced is largely static, legalistic and Ritualistic Factories Act, 1948; Trade Unions Act, 1926; The Payment of Wages Act, 1936; The Minimum...
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...metrics. In this new role you will have an opportunity to multi-task – using your strong foundation in HR and your recruiting expertise. You’ll join an quickly expanding family orientated Marketing team and will have the opportunity to have a big impact on our team and outstanding culture. Position Responsibilities • Coach and advise Managers on complex and diverse employee relations matters (e.g. performance management, attendance management, disability management, conflict management, progressive discipline, workplace investigation, termination), including compiling and preparing evidence to support appropriate recommendations. • Provide overall employee relations support to staff inquiries regarding policies and procedures. • Develop performance improvement plans and mentor the supervisor through the process. • Recruitment and selection of employees including executing strategy, Developing job descriptions, postings, attending career fairs, short listing, interviewing and hiring. • Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. Experience/Knowledge required • Human Resource Management certificate, Sales/design, Marketing and/or related discipline required. • Broad knowledge and experience in effective human resources practices, methods and processes in all areas including recruiting and selection, compensation and benefits, employment law and employee relations, payroll and training and development...
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...environment lend itself to a warm friendly place to work. Along with this the corporate strategy of making software that customers want ensures that new products are in line with consumer needs. These things create a very stable work environment where people enjoy coming to work. SAS experiences only a 4% turnover rate a year far lower than the industry average due to the work environment they create. This atmosphere allows for a great deal of security and makes employees enjoy coming to work and as a result their work is higher quality. * Selective hiring The hiring practices at SAS are a major reason for its success. SAS goes about recruiting people based a great deal on how they fit within the corporate culture. Due to the fact that the company headquarters is located in the south much of the recruiting is targeted at people who want to live in the south. Along with this the turnover rate for the company is extremely low because the employees like working for the company. This selection process allows SAS to get skilled employees that enjoy their work environment and don’t want to work somewhere else. * Self managed teams When it comes to management strategy SAS has a simplistic approach built on trust and responsibility. The company follows a motto of “give people the tools they need to do their job and get out of the way.”The training of employees allows the company to mentor and coach employees and not focus on oversight. The second major philosophy the company follows...
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...There is a huge amount of money being made off college sports and has led to some questions to whether or not student-athletes should be paid for their efforts. As Forbes' Chris Smith wrote, CBS and Turner Broadcasting make more than $1 billion off the games, "thanks in part to a $700,000 ad rate for a 30-second spot during the Final Four." Athletic conferences receive millions of dollars in payouts from the NCAA when their teams advance deep into the tournament. Ditto for the coaches of the final squads standing. (US News and World Report, 2014) Unfortunately, the players don’t ever get to see any of that money, even though they risk career-ending injuries each time they step out onto the court, field or rink. In March of last year, Louisville Cardinals Kevin Ware suffered a gruesome broken leg, he successfully had surgery but it is still uncertain whether or not he will return. A group of former players filed an antitrust lawsuit alleging that student athletes should be entitled to some of the money the NCAA makes off of using their names and likenesses on merchandise such as jerseys, video games, Ads. Etc. If college athletes were allowed to accept money it would encourage good grades, make a good incentive program, and help with recruitment of players. Up until now the debate over whether a college athlete should be compensated during their sports career was just a debate; this has recently turned into more than that. In my opinion compensating the players would encourage...
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...Introduction Business ethics and leadership can be a very interesting subject. This paper addresses the thoughts and leadership skills of a former boss of mine, Gail Painter. It contains a leadership assessment of me. And it also addresses how the concepts learned in this class can be applied at my current job. Business ethics and leadership styles and concepts are an ever changing thing. Interview Gail Painter was the Staffing Supervisor who hired me to run the Vinita office of Staffing Solutions, a temporary employment agency. Gail believes leadership develops with experience. Leadership is an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purpose (Daft, 2011, p.5). Different circumstances require different actions and vision. Experience gives you exposure to different ideas and situations. Her experience working with the Director at her previous job was valuable in helping develop her leadership skills. She worked for a company with an amazing leader and she tries to model her leadership skills from his. He was always cool, calm and collected. He gathered all the facts before making any decision. Gail enjoyed working for a leader like that. Her views of leadership have changed over time. Her work experience in a variety of different arenas has given her insight on good skills as well as some bad skills. Technology upgrades as well as upgrades to employment laws have also changed her leadership...
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...I. OVERVIEW OF FERRIS STATE ATHLETICS a. Internal Environment Ferris State Athletics currently has fifteen different sports teams with seven being male teams and eight female varsity sports teams. The male sports are ice hockey, football, basketball, cross-country, track and field, tennis, and golf. The women’s sports are basketball, cross-country, golf, soccer, softball, tennis, track and field, and volleyball. All the teams except the hockey team are Division II teams playing in the Great Lakes Intercollegiate Athletic Conference (GLIAC). The hockey team currently plays in the Western Collegiate Hockey Association (WCHA) of NCAA Division I. There is a home venue for all Ferris’ sports teams in Big Rapids for example Top Taggart Field, Jim Wink Arena, Ewigleben Ice/Sports Arena, FSU Soccer Field, Katke Golf Course, FSU Racquet Center, and FSU Softball Field. The Ferris State Athletics logo is a bulldog with the school colors Crimson ("Ferris Red") and Gold ("Ferris Gold"). The Athletic Department is led by Athletic Director, Perk Weisenburger a Michigan native and previous Associate Athletics Director for External Operations at University of Nevada. Weisenburger is assisted in his duties by Associate Athletic Director, John Coles. Coles hired in 2008, is also a Michigan native and was previously employed by Big Rapids High School as the Activities and Athletics Director/Assistant Principal. (Staff) The athletic department is located in Ewigleben Sports Complex...
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...Professional Career Coach (CPCC) and the first Certified Professional Résumé Writer (CPRW) to open a career coaching practice in Kenya. Her business partner holds the Certified Employment Interview Professional (CPRW) Credential making the team at Intellect Career Centre quite comprehensive. Eileen is setting the stage, positioning herself as career coaching specialist in the Eastern Africa, professionalizing the whole career development landscape in the region which so far has been characterized by emergence of recruiting firms. She reckons that the later are easy to start, operate and make quick returns; career coaching is more complex to start, requires long-term commitment, accountability and also rigorous credentialing, meaning not everyone can become a coach. Eileen is introducing the "concept" of executive career coaching, providing a broad menu of unique services including coaching for excellence, executive résumé writing, coaching for interviews, job search strategies and working with organizations to adopt career coaching as a best practice in organizational development (OD) As social-economist, Eileen has worked in various capacities, mainly as a business development advisor across Eastern African region. She has worked for a renowned regional microfinance institution, international development organizations (NGOS), export promotion and SME development amongst others. All these engagements built her capacity and empowered her to become a versatile career coach. Walking the...
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...have a football life; instead, in 1992 he took on the opportunity when Ron Wolf, who was the Green Bay Packers general manager, was recruiting a scouting internship. As a junior college, he became a scouting internship and it became his first NFL job. After he graduated from college in 1993, he became a pro personnel assistant for four years. During his time as a pro personnel assistant, he acquired countless of skill such as, how to construct a roster, when to acquire or release a certain athletes, and evaluating athletes: also, his ability to sign valuable athletes has helped the Packers won the Super Bowl 31. His talent became extraordinary to the point where he became a director of pro personnel for the Kansas City Chiefs for three years (1997-200) and the Seattle Seahawks for one year (2000). Furthermore, he had more responsibility such as recruiting star athletes to play for the team, be a...
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...accomplish this. The second subcomponent of model the way is Affirm Shared Values. This subcomponent is vital to the success of any team, group, or organization because as individuals, we each have different motivators, but if we share core values then building quality relationships can be accomplished. Address Shared Values is the 4-D behavior that when practiced aids in building strong and genuine relationships, which is a fundamental element of successful and productive teams. Both the model the way practice and cultivate behavior address a very fundamental human need which is the need to have a relationship with someone who is credible. Credibility is what Bill Belichick, head football coach for the New England Patriots brought to the franchise when he took over. As a leader, coach Belichick believes that credibility...
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