SHMD 129 SPORT MANAGEMENT

1. SHMD 129SPORT MANAGEMENT

2. Attracting Employees • HR recruits promising applicants, & line managers select people to fill positions. • During your career you will be interviewed, & as a manager you will likely conduct job interviews.

3. Attracting Employees • Recruiting: • The process of attracting qualified candidates to apply for job openings. • It can be expensive, & to attract more candidates, more firms are offering flexible work schedules & better work-life balance. • For an organization to fill an opening, possible candidates must be made aware that the organization is seeking employees. • They must then be persuaded to apply for the jobs.

4. Attracting Employees • Internal Recruiting: • Involves filling job openings with current employees or personal referrals. • Promotions from within & employee referrals are 2 common types of internal recruiting.

5. Attracting employees • External Recruiting: • The following are external recruiting sources: • Walk-ins. • Educational institutions. • Agencies. • Advertising.

6. Attracting employees • Selection Process: • The process of choosing the most qualified applicant recruited for a job. • Selection is a crucial activity because bad hiring decisions haunt an organization for years. • The selection process ban be thought of as a series of hurdles that the applicant must overcome to be offered the job.

7. Attracting employees • Selection Process: • Application Form. • Screening Interview. • Testing. • Background & Reference Checks. • Interviewing. • Hiring.

8. interviewing • Heavily weighted in most selection processes.

9. interviewing • Choosing the type of Interview: • The 3 types of interviews are based on structure: • Structured interviews: • Use a list of prepared questions to ask all candidates. • Unstructured interviews. • Don’t use preplanned questions or preplanned sequence of topics.

10. interviewing • Semistructured interviews: • Ask questions from a prepared list but also ask unplanned questions. • Depart from prepared questions when they believe it is appropriate. • HR prefer semistructured interviews – prevent discrimination & allow flexibility in pursuing lines of questioning & conversation, giving accurate assessment of candidates’ motivation & attitudes.

11. interviewing • Formulating Questions: • Interviewers use 4 types of questions: • Closed-ended questions: • Yes or no answers. • Open-ended questions: • Unlimited response. • Hypothetical questions: • Describe what they would do & say in a given situation.

12. interviewing • Probing questions: • Clarify aspects of their background or aspect brought up by interviewer & help understand an issue or point.

13. interviewing • Preparing for the Interview: • Going through the formalized procedure will help you improve your interviewing skills: • Review job description & specifications. • Plan realistic job preview. • Plan type of interview. • Develop questions for all candidates. • Develop a form. • Develop questions for each candidate.

14. interviewing • Conducting the Interview: • Following the steps will help make you an effective interviewer: • Open the interview. • Give realistic job preview. • Ask your questions. • Introduce top candidates to co-workers. • Close the interview.

15. interviewing • Avoiding Problems When Selecting: • Tips for the selection process: • Don’t rush. • Don’t stereotype. • Don’t look for employees who are copies of you. • Don’t look for halos & horns. • Don’t jump prematurely.

16. Developing employees • Organization must develop employees through orienting & training them.

17. Developing employees • Orientation: • Introduces new employees to the organization, its culture, & their job. • There are 5 elements used in effective orientation programs: • Explain what the organization does & department functions that new person will be part of. • Explain what the new employee’s job task & responsibilities are.

18. Developing employees • Go over standing plans that need to be followed to get the job done. • New employee given a tour of facilities. • Introduce to coworkers.

19. Developing employees • Training & Development: • Training is about acquiring the skills necessary to perform a job. • Development is ongoing education that improves skills for present & future jobs.

20. Developing employees • Training Cycle: • Ensure that training is systematic and effective by following the following steps: • Conduct a needs assessment. • Set objectives. • Prepare training. • Conduct training. • Measure & evaluate training results.

21. Developing employees • Training Methods: • List of various training methods available: • Written material • Lecture • Video • Question & Answers • Discussion • Programmed Learning • Demonstration

22. Developing employees • Job rotation • Projects • Role-Playing • Cases • Interactive Video

23. Performance appraisals • Ongoing process of evaluating employee performance. • The performance appraisal process: • Step 1 – Job analysis • Step 2 – Develop standards & measurement methods • Step 3 – Informal performance appraisal – coaching & discipline. • Step 4 – Prepare for & conduct the formal performance appraisal.

24. Retaining employees • There are numerous strategies for retaining employees. • The following are 3 areas that affect employee retention: • Compensation • Health & safety • Labour relations

25. Entrepreneurship defined • What is an entrepreneur? An ordinary individual who does extraordinary things which other ordinary individuals hesitate to do. • The act of doing is a distinctive element of the entrepreneur.

26. Entrepreneurship defined • Example: Two individuals speculate about the possibility of introducing an electric car into a specific market. • Individual A keeps on speculating while individual B does, in fact, introduce the electric car into the market. • Individual B qualifies as an entrepreneur by introducing a product into the market for the first time. • On the other hand, individual A failed to act and therefore failed to qualify as an entrepreneur.

27. Entrepreneurship defined • The word “entrepreneurship” is derived from “entreprendre” which means to ‘undertake, to pursue opportunities; to fulfil the needs and wants through innovation and starting businesses’. • An entrepreneur is a person who initiates an enterprise, organizes it, and acquires capital to finance it, taking into consideration the risk and reward that accompanies it.

28. Entrepreneurship defined • The primary inputs of the entrepreneur into the enterprise are initiative, talent, ideas, knowledge and, often equity. • Entrepreneurs are, people who innovate, and innovation is the distinctive element of entrepreneurship. • The entrepreneur redirects resources from areas of low productivity and low return to areas of higher productivity and return.

29. Entrepreneurship defined • Although risk is involved, the true entrepreneur should not exceed the boundaries of “calculated risk”.

30. Entrepreneurship defined • 5 Tasks of Entrepreneurs: • Introduces a new product or service into the market, or implements a new approach to existing problems. • Develops or implements new technology which could curb costs and improve efficiency. • Exploits a new market by launching products, services or technologies which did not previously exist in the market.

31. Entrepreneurship defined • Discovers a new source of supply for a scarce resource or discovers methods to make the supply of existing resources more effective. • Reorganisean existing enterprise, whether private or public, by innovative management.

32. Free enterprise & entrepreneurship • The history of capitalism (or free enterprise system), can be attributed to the activities of entrepreneurs. Capitalism is thus the product of entrepreneurial action, & the entrepreneur is not the product of capitalism as is often claimed. • It appears that the lesser the interference of the state in regulating the free enterprise system, the greater the possibility of achieving an entrepreneurial culture in a country.

33. Free enterprise & entrepreneurship • Roles of Government: • Remove legal obstacles to starting and running enterprises. • Implement support structures for potential entrepreneurs with regard to training, consultation and financing. • Encourage entrepreneurial awareness through education and the media. • Curb government expenditure. • Introduce favourable tax incentives for small businesses.

34. Entrepreneurship in a future south africa • Considering the: • level of unemployment, • shortage of housing, • uneven distribution of wealth & income, • low level of education & • high population growth rate in SA, • it appears only a miracle can solve these formidable problems.

35. Entrepreneurship in a future south africa • Entrepreneurs: • Identify need of unemployment & housing. • Seek solutions to these problems. • Realise that the solution of one problem (housing) can solve unemployment problem. • To build a house: • Need to combine land, labour & capital. • Labour includes – skilled, semi-skilled & unskilled workers. • Done economically efficient & profitable manner. • Involves planning, organising, leading & controlling (POLC).