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Festival and Special Event Management 4e
Chapter 8 Human Resource Management and Events
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Background Thinking Have a look at the Comedy Festival Program
What level of staff would be needed? What number of volunteers would be required? Why do people volunteer to assist on Events? How can you maximise the volunteers goals while achieving your own event goals?
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Learning Objectives Describe the human resource management challenges posed by events List and describe the key steps in the human resource planning process for events Discuss approaches that can be employed to motivate event staff and volunteers Describe techniques that can be used for event staff and volunteer team building State general legal considerations associated with human resource management in an event context
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Considerations associated with human resource planning for events
‘Pulsating’ organisational structures: Short-term nature of employment Short timelines for hiring/selecting/training staff Need to shed staff quickly Use of volunteers Sourcing Quality control Supervision Training and motivation
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The human resource planning process for events
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The human resource planning process for events
Human resource strategy and objectives Strategy Cost containment Improved quality Improved organisational effectiveness Enhanced performance (social and legal) Staffing How many staff and volunteers Skills/qualification mix What stage are they required
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The human resource planning process for events
Human resource strategy and objectives Job analysis What tasks should be grouped to form a job What should be looked for in applicants What should the organisational structure be What tasks should form a performance appraisal What training and development is required
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The human resource planning process for events
Human resource strategy and objectives Job descriptions Job title and commitment required Salary/rewards/incentives Job summary Duties and responsibilities Relationships Know-how/skills/knowledge etc Authority Performance standards
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The human resource planning process for events
Human resource strategy and objectives Job specification Derived from the job description Identifies the experience, qualifications, skills, abilities, knowledge and personal characteristics needed for the job
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The human resource planning process for events
Policies and procedures Reassure staff of fairness Help managers make quick and consistent decisions Give managers the confidence to resolve problems
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The human resource planning process for events
Recruitment, selection and induction
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The human resource planning process for events
Recruitment, selection and induction Recruitment process: Use stakeholders Write sponsorship agreements Identify potential sources of volunteers Second staff Utilise programs for the unemployed Gain assistance of media Register with volunteer agencies
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The human resource planning process for events
Recruitment, selection and induction Selection policy: How will the suitability of candidates be measured? How will the people be sourced? Who will be the decision makers? What selection techniques will be used? Organisational objectives Equal employment policies
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The human resource planning process for events
Recruitment, selection and induction Induction: Basic information about the event Tours of venues and relevant locations Introductions to other staff and volunteers Introduction to the organisational culture, history and working arrangement Overview of training programs
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The human resource planning process for events
Training and professional development Training provides specific job skills/knowledge to perform a job or improve Professional development is the acquisition of new skills, knowledge and attitudes for future job responsibilities A training needs assessment determines the gap between current performance of staff and their desired performance
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The human resource planning process for events
Supervision and evaluation
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The human resource planning process for events
Termination, outplacement and re-enlistment Legal issues surround termination Fair Work 2009 Various state acts Outplacement is the process of assisting terminated employees (or those who choose to leave) to find other employment Re-enlisting by staff for recurring events
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Motivating staff and volunteers
Content theories Concerned with identifying people’s needs and relative strengths, and the goals they pursue in order to satisfy these needs Maslow’s hierarchy of needs Hertzberg’s two-factor theory
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Motivating staff and volunteers
Content theories
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Motivating staff and volunteers
Content theories
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Motivating staff and volunteers
Content theories
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Motivating staff and volunteers
Process theories Equity theory Based on the premise that all employees/volunteers expect to be treated fairly Expectancy theory Based on the belief that by acting in a particular way a particular outcome will result
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Building effective staff and volunteers teams
McDuff’s formula for effective team building and maintenance: Teams are a manageable size People are appropriately selected Teams leaders are trained Teams are trained to execute their tasks Volunteers and staff are supported Teams have objectives Volunteers and staff trust and support one another
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Building effective staff and volunteers teams
McDuff’s formula for effective team building and maintenance: Communication is vertical and horizontal Organisational structure promotes communication between volunteers and staff Volunteers and staff have real responsibility Volunteers and staff have fun Recognition is given for contributions made Volunteers and staff celebrate their success Organisation promotes and encourages the wellbeing of volunteer teams
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Legal obligations Occupational health and safety Discrimination
Employee dismissal Salaries/wages Working conditions Superannuation Workers compensation
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