Human Resource Management: Hiring and Firing

1. Pittsburgh Passion – Cleveland Fusion Human Resource Management:Hiring and Firing By: Molly Muir Anne Cline Micah Hawbaker Josh Gulkewicz

2. The NWFA • August, 2000 • Formed by Catherine Masters • Eight regular game season (April – June) • Standard NFL rules (with some exceptions)

3. Pittsburgh Passion • Formed March 2002 • Owned by Passion player Teresa Conn • Moe Rubenstein Stadium (Ambridge Area Senior High School) • Northern Conference

4. Cleveland Fusion • Formed March 2002 • Owed by Kelly Antal • Bedford Football Stadium, Ohio • Northern Conference

5. Human Resource Management • The company department responsible for finding, screening, recruiting, and training job applicants as well as administering employee benefits programs. • Responsible for fairness, health and safety, and compensation of employees

6. General Hiring Practices • Screen resumes and check references • Make the physical environment comfortable • Standardize the hiring procedure • Focus on the organizations goals • Use culture as a criterion • Keep hiring questions legal

7. Important laws to be aware of • 1963 – Equal Pay Act • 1972 – Title IX • 1993 – Family and Medical Leave Act

8. Firing practices • Preparation • Have documentation on hand • Keep the conversation to a minimum • Make sure the employee understands why • Listen to what the employee has to say • Keep the details confidential

9. Firing situations to be cautious of • Prior complaints • The employee is 40 years or older • The employee is a member of a minority group • Employment contracts • Laying off multiple employees

10. Advantages Jobs can be filled faster Already aware of company culture Allows for more entry-level hiring Entry-level jobs are cheaper Disadvantages Generally don’t have updated resumes Tendency for managers to hire people they know Internal Advantages/Disadvantages

11. Advantages Hire competitive intelligence of other firms New ideas, new personalities Adds diversity Internet has added to ease of recruitment Disadvantages Longer adjustment period Likelihood of lawsuits from illegal practices Hiring talent away from customers or firms may hurt relationships External Advantages/Disadvantages

12. Competition for the Passion and Fusion • Passion • Pittsburgh Pirates • Pittsburgh Riverhounds • Washington Wild Things • Post Gazette Pavilion

13. Competition cont. • Fusion • Blossom Music Center • E.J. Thomas Hall • CSU Convocation Center • Akron Aeros

14. Similarities • They feel reference checks are critical • Internal hiring is preferred • Meet and try to correct problem before firing • Hire a seasonal staff • Give about 75% of applicants an interview • They look for similar characteristics in applicants

15. Similarities cont. • They ask non job related questions in interview • Interviews can last between ½ hour to 2 hours • Don’t give performance appraisals

16. Passion Do work simulations with coaches Only require a resume Has set list of questions for interview Owner does hiring and firing Fusion No work simulations Requires resume and application Asks questions off top of head Hiring and firing is a joint effort Differences

17. Improvements - Passion • Require an application along with resume • Promote more internal hiring from players • Conduct personality tests

18. Improvements - Fusion • Conduct work simulations and personality tests • Have set list of questions prepared for interview • Set up a probation period

19. Web Sites • NWFA • http://www.womensfootballassociation.com • Pittsburgh Passion • http://www.pittsburghpassion.com • Cleveland Fusion • http://www.clevelandfusion.com