Suchergebnisse

Human resources in sport organizations is a challenging task in the context of changing technologies, workforce composition and work patterns, community expectations, employee expectations, employment legislation, and the increasing impact of global competition. This master's thesis took a brief look at different approaches to human resource management that can help sport organizations respond to these challenges. We attempted to locate these approaches within various theoretical and regulatory contexts. We explored the activities of front line managers and supervisors in hiring, motivating, rewarding, and retaining both employees and volunteers. Human resources management is about the overall process of managing people in organizations, so that they are motivated and able to perform to their potential and thus maximize the overall effectiveness of the organization in meeting its goals. It provides an integrated framework for making decisions about the people in an organization, who to appoint, how to reward good performance, what motivates people to perform to their full capacity, how to determine training and development needs, and when to let people go. We tried to explore the basics of human resources management in sports organizations and how the human resources approach conceptualizes the fundamentals of hiring, performance appraisal, compensation systems, and other human resources functions in sports organizations. We discussed the contemporary sport organization and how a human resources perspective can help it to attain its goals. In parallel with this, it considers today's people management challenges and opportunities and the effective management of individuals who come to work and volunteer in sport organizations, by addressing such aspects as their competencies, personality, needs, values, and beliefs. The nature and attributes of workgroups in which individuals find themselves are also considered as this is a fundamental part of the context of human resources in sport organizations. However, some sports organizations have had paid employees, often coaches, for years. Increasingly, sport is employing a variety of resource people to support and extend the work of club volunteers – these include operating staff, managers and coaches. They are becoming more and more important to the smooth operation of the club, league or association. At the same time, human resource management has become more complex and can make a significant impact on employee productivity and the bottom line. More organizations need to pay attention to human resources by ensuring their business planning process includes human resource issues. Whether you're implementing new technology, reducing costs, expanding, or experiencing a major change within your organization – all of these impact your human resources and should be addressed in your strategic plan. ; V okviru spreminjajočih se tehnologij, sestave delovne sile in delovnih vzorcev, pričakovanj skupnosti in zaposlenih, delovne zakonodaje in povečanja vpliva globalne konkurence, je management človeških virov zelo zahtevna naloga. V tem magistrskem delu smo skušali na kratko pogledati različne pristope k upravljanju človeških virov, ki pomagajo športnim organizacijam pri odzivu na različne izzive. Poskušali smo raziskati različne teoretične in zakonske okvirje. Raziskovali smo dejavnost prve bojne linije managerjev in nadzornikov pri motiviranju, nagrajevanju, in ohranjanju zaposlenih in prostovoljcev. Management človeških virov je celoten proces upravljanja ljudi v organizaciji, kjer morajo ljudje biti motivirani in sposobni opravljati dela, hkrati pa mora njihov potencial povečati splošno učinkovitost organizacije pri doseganju njenih ciljev. Zagotavlja celovit okvir za odločanje o ljudeh v organizaciji, koga zaposliti, kako jih nagraditi za dobro opravljeno delo in rezultate, kaj jih motivira, da dobro opravljajo delo in kako doseči njihovo polno zmogljivost, hkrati pa kako se določajo potrebe po usposabljanju in razvoju. Skušali smo raziskati osnove upravljanja s človeškimi viri v športnih organizacijah, kako pristop človeških virov konceptualizira osnove zaposlovanja, oceno uspešnosti in drugih sistemov in funkcij človeških virov v športnih organizacijah. Razpravljali smo o sodobni športni organizaciji in kako se lahko dosežejo cilji s perspektive managementa človeških virov. Vzporedno s tem smo v magistrskem delu skušali na znanje vzeti današnje upravljanje s človeškimi viri, priložnostmi, izzivi in učinkovitim managementom posameznikov, ki prihajajo na delo v športno organizacijo kot polno zaposleni, pogodbeni sodelavci ali prostovoljci . Obravnavani so z vidika njihovih sposobnosti, osebnosti, potreb, vrednot in prepričanj. Narava in lastnosti teh delovnih skupin, v katerih se posamezniki znajdejo je tudi zelo pomembna, saj so vse to temeljni del managementa človeških virov v športnih organizacijah. Ne glede na to, da imajo nekatere športne organizacije vrsto let iste plačane zaposlene – npr. trenerje, je vse več zaposlovanja različnega spektra kadrov v športnih organizacijah, npr. prostovoljcev. Ti postajajo vse bolj pomembni za lažje delovanje športne organizacije. Hkrati je management človeških virov postal bolj kompleksen in ima pomemben vpliv na produktivnost. Vse več organizacij mora paziti na človeške vire tako da, v svoje poslovno načrtovanje vključijo problem managementa človeških virov. Ne glede na to, ali je je namen organizacije izvajanje nove tehnologije, zmanjšanje stroškov, doživljanje velike spremembe ali karkoli drugega – je pomembno, da se zavedamo, da vse to vpliva na človeške vire in jih je treba obravnavati v strateškem planu.