The paper will critically examine the statement: "Staff are the most important resource in any organization and its cost should be regarded as an investment rather than an expensive item of expenditure"(Torkildsen, G. 1992). The paper will deal with the relevant information regarding the statement and its discussion. The entire paper will be based on critical examination of the assertion with specific reference to literature theory and best practice in sports management. Initially, the paper will describe the definition and importance of human resource manager so that the discussion can be further carried on and elaborated. In the end, a conclusion will be also included in the paper, which will be based on the relative evidences and findings of the entire paper.
THE DEFINITION AND SCOPE OF HUMAN RESOURCE Management:
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies, which conform to current regulations. These policies are often in the form of employee manuals, which all employees have." http://www.mapnp.org/library/hr_mgmnt/hr_mgmnt.htm
The definition of human resource management suggest the fact that a human resource manager should be hired by each and every company so that the process of recruitment can be made easy and the staff can be appointed on the basis of the derived standards of human resource management. It has been noted and observed that human resource management is immensely growing as a field and new and young graduates are attaining degrees in this discipline so as to serve the companies and the organizations. Through the implementation of the strategies and methodologies of the human resource management, manager can develop skills, which could help to hire right person for the right job. Human resource management is a very diversified field and its scope is continuously increasing because it has attracted the entrepreneurs and they have found the human resource management as an effective tool of running the organizations in a better way.
To plan, organize and direct the Human Resources Department including recruitment and selection, policy and procedure development, classification and compensation analysis, employee training and development, labor relations, risk management, and safety." http://www.google.com.pk/search?q=cache:1FqOgdiAXFIJ:www.ci.woodland.ca.us/hr/docs/jobdesc/HRMgr.pdf+human+resource+manager, definition&hl=en
The human resource managers are given good opportunities by multinational organizations, and their task is to handle the planning and recruiting aspects of the human resource department. The organizational authorities have realized the fact that the employment of the staff is not an easy job and that they should be vigilant in hiring the staff with in an organization so that proper staff can be hired and a strong working environment can be developed. Staff is the assets of any organization; therefore they should be given special importance by the authorities during the process of recruitment and even after their selection. It is the human resource manager and his department, which signifies the importance of the staff members and applies strategies to hire quality individuals for various jobs in an organization.
It is proposed that we take human resource management to be that part of management concerned with: all the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in any type of organization (including small and micro enterprises and virtual organizations); all the dimensions related to people in their employment relationships, and all the dynamics that flow from it (including in the realization of the potential of individual employees in terms of their aspirations); all aimed at adding value to the delivery of goods and services, as well as to the quality of work life for employees, and hence helping to ensure continuous organizational success in transformative environments." http://www.hrsgb.org.za/HR_scope_and_definition.html
All in all, it can be rightly said that the human resource management have made the task of selection of staff very easy and the human resource managers are those professionals who have the ability to hire quality staff members suitable for the organizational needs. Staff is the most important resource in any organization, this statement is true but the problem lies in the fact that whether its cost should be regarded as an investment rather than an expensive item of expenditure. This assertion will be examined in the paper to reach at a final conclusion. Regarding this assertion it has been noted that some people do take the selection of staff as an asset while others do not agree with this fact and they insist on the point that the cost of hiring staff is an expensive item of expenditure. Researches have proved that this assertion is not applicable to every organization; therefore the paper will critically examine this statement, as it is not applicable to the sports management.
Sports in America is a rapidly growing industry. The Gross National Sports Product is approximately $100 billion annually. Opportunities for college graduates with sports management education and experience have never been more diverse and challenging. The sports industry is one of the fastest growing segments of our economy. As the industry expands, so does the need for sports management specialists trained in business management skills and sensitive to the unique features of the sports enterprise. College graduates in sports management can pursue careers in professional sport franchises, coliseum and arena management, ski resorts, corporate fitness centers, college sport programs, sports media industries, sporting goods merchandising and a wide variety of other sport-related areas." http://www.newhaven.edu/sportsman/
Researches and findings supports the fact that sports management is a field, which is continually growing, and new and young individuals are acquiring this field as their careers. One of the major aspects in sports management is the hiring of the staff and its cost. In this regard it has been noticed that sports management is not as complicated as the management of other originations therefore, the staff should be restricted and limited in number. If however, more people would be hired than the requirement, this act will eventually increase the cost and then it will become an expensive item of expenditure for the authorities of sports management organizations.
Without the recruitment of staff and professional individual it would not be possible to run the affairs of the organization effectively. But the researches have shown that the sports management organizations need a limited number of staff members to run their organization. The cost of staff can become an effective item of expenditure if the authorities of the sports management organizations will not work according to the techniques and strategies of human resource management and if they will not follow the rules and regulations of recruitment, the cost of staff can definitely become an expensive item of expenditure. If the cost of staff will become an expensive expenditure item then the business is bound to face losses. Therefore, it is the responsibility of the human resource managers who are working in the sports management organizations, these managers should provide effective information of the importance of staff members and should make them aware of the fact that they should not hire more staff members than their basic requirement.
All small businesses must staff their operations. This involves bringing new people into The business and making sure they are productive additions to the enterprise. Effective Human resource management matches and develops the abilities of job candidates and employees with the needs of the firm. A responsive per- sonnel system will assist you in this process and is a key ingredient for growth. Human resource management is a balancing act. At one extreme, you hire only qualified people who are well suited to the firm's needs. At the other extreme, you train and develop employ- ees to meet the firm's needs. Most expanding small businesses fall between the two extremes-i.e., they hire the best people they can find and afford, and they also recognize the need to train and develop both current and new employees as the firm grows. The small business owner should base the firm's personnel policies on explicit, well-proven principles. Small businesses that follow these principles have higher performance and growth rates than those that do not follow them. The most important of these principles are:
All positions should be filled with people who are both willing and able to do the job?
The more accurate and realistic the specifiations of and skill requirements for each job, the more likely it is that workers will be matched to the right job and, there fore, be more competent in…