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Lecture 11

Lecture 11 - HRM.docx

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Department
Recreation and Leisure Studies
Course
REC 101
Professor
Katie Misner
Semester
Fall

Description
Lecture 11 – HRM Human Resource Management 1. Individual differences (OB)  Human resource management practices – Staffing, volunteer management, job design, program evaluation, reward system  Outcomes – Satisfaction, commitment, effort, effectiveness Running the Numbers In 2010, more than 13.3 million people – accounting for 47% of Canadians aged 15 and over – did volunteer work. Overall, volunteers devoted almost 2.1 billion hours to their volunteer activities: a volume of work that is equal to just under 1.1 million full-time jobs A small proportion of these volunteers (10%) accounted for 53% of all hours given to non-profit and charitable organizations. The 25% of volunteers (or 12% of Canadians) who gave the most hours are defined as top volunteers. They spent 161 hours or more on volunteer activities during the 12 months preceding the 2010 survey. University graduates were twice as likely to be top volunteers as people with less than a high school diploma. About 12% of people aged 15 and over did volunteer work for sports and recreational organizations, and 12% for social services organizations The vast majority of volunteers are motivated by their desire to contribute to their community: 93% gave this reason in 2010. Why do people volunteer? - Helping others/contributing to community is the most frequently cited reason to volunteer - Acquiring skills - Identification with a cause they support - Religious or social duty or obligation - Social rewards: friendship or recognition. Why don’t people volunteer? - Not interested - No time - Gave money - Inability to commit - Health problems - Don’t know how to become involved - Never asked Employees (paid or volunteer) make organizational systems work Need right people to carry out plans and procedures of the organization Purposes of Staffing Technical: Creating a fit between the individual’s skills and the job requirements –Ensures that individuals are capable of performing assigned tasks. Citizenship: Matching the individual orientations with organizational goals, values, and culture – Ensure individuals fit into the culture and climate of organization. Focus of Staffing Focus on Jobs - Content of job - Number and type to be filled Specifying what is required of the individual for successful performance of the job - Assessing staffing needs - Analyzing the job - Describing the job Need Assessment - How many openings are there? - How many jobs need to be filled  Need to look both short and long term  Future growth and/or downsizing  Retirements, turnover ratios  People leaving for other reasons Job Analysis - Studying the job and tasks associated with it including operations & responsibilities - Used to create job description  Job summary  Human characteri
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