Importance of Management in the Modern World
In the modern world, management plays an important role for the success of an organisation. Without proper management skills, it can be difficult for employees to understand the job expectations. In sports, management is required to take care of teams and ensure that proper motivation is provided so that teams can perform in a successful manner (Pedersen & Thibault, 2018). To do this it is necessary that proper people are recruited and selected to deal with the changes that exist in the sports business. The essay highlights the opportunities and challenges that are faced by sports managers in hiring and recruiting people.
Sports management and hiring practises that are prevalent in the sporting arena are provided in the essay. The strategic human resource management techniques that are needed to be adopted are indicated and focus is on the sports facilities and arenas along with clubs and leagues. This main reason focusing on these areas is the fact that clubs and leagues have grown significantly in the modern world. Therefore, recruiting people capable of expanding the events in a global context is necessary for the longevity as well as its success. Hence, the recruitment and hiring in these sporting arenas are the focus of the essay.
According to Stewart et al. (2018) is of the opinion that it is necessary that sports manager take into account strategic human resource management so that it can gain a competitive advantage in the market. It requires efficiency, innovation, quality and effectiveness. The strategic human resource management may provide opportunities for clubs to find proper people that can help in the marketing of the event. For example, in the case of the Big Bash League, it is necessary that the club owners of different state teams market the competition so that it can compete with other similar competitions around the world.
Veal and Darcy (2014) have observed it that marketing in sports management is one of the important aspects that require to be undertaken. This is mainly because competition in attracting viewership as well as live audiences is a necessity for every sporting event. Therefore, it is necessary that sports managers recruit marketing experienced people to perform the task of promoting the event. The opportunity in this case is that proper marketing of the event can help it to gain promotion. This can increase the chances of viewership and consequently the financial income of the sporting clubs. At the same time, it provides an opportunity in the recruitment sector for people experienced in the marketing of events (Woratschek, Horbel & Popp, 2014).
Sports Management and Hiring Practices
At the same, time the challenge that may be faced by the sporting managers in trying to incorporate and hire marketing professionals. This is mainly because in sporting events that require the availability of global it is important that a considerable sum of money be paid to the sports person representing the club (Peachey et al. 2015). Such instance can be seen particularly among football clubs that pay huge sum of money for the transfer fee of players. Therefore, recruiting employees for the development of the club becomes a challenge for the clubs. Thereby, recruiting and hiring marketing personnel may not be easy for the sports managers.
Eime et al. (2015) is of the opinion that it is necessary for the managers to build and maintain healthy relationship with the employees. This is mainly because employee motivation is necessary for the success of an organisation. With the challenges in providing proper employment to people in the sporting arena, it is necessary that a proper relationship with the employees be maintained so that retention of the employees can be done. In this regard it can be said that sports managers need to undertake a process that helps in identification of the requirements of the organisation, so that it can ensure its success and growth.
For example, for a club taking part in the A-League, it is necessary that the managers identify the personnel and staffs that are required for the growth of the club. Apart from the players and coaches, supporting staffs, in the form of investors and other stakeholders are required for the development and success of the club. Therefore, the application of a proper HR planning is required for its success. Abeza et al. (2015) is of the opinion that analysing the job that requires to be taken can provide opportunities for a proper recruitment of sports personnel. This is mainly because every employee requires a proper job that can be challenging as well as respect the skill set that is possessed by the person.
Hence, recruitment and selection are based on criteria such as job satisfaction, job description, capabilities of the candidates and the requirement of an organisation. As defined by Foster and Dollar (2017) recruitment can be defined as activities that are undertaken by the managers so that the talent within an organisation increases. At the same time, the process used by managers to check the qualification of the applicants can be considered as selection. Therefore, sports managers need to ensure that requirements as well as talents are examined so that it can provide a proper facility for the recruitment of suitable candidates.
Incorporating and Hiring Marketing Professionals
In this regard, it can be said that one of the opportunity to ensure that skilful candidates are recruited can be in the form of reward management. As stated by Morse and McEvoy (2014) sports teams usually generate profits from the fans as well as souvenirs that are distributed. This can provide an excellent opportunity for the managers to ensure that proper motivation in the form of rewards is provided to the employees. Therefore, reward management can be considered as another opportunity for the effective hiring as well as recruiting of people. However, challenge may be faced in the case of training and development of the people.
In sports centres, the training and development facilities are mainly for the players and thereby lack of training in human resource or other back office jobs can prove as a challenging factor for the managers (Shaw & Hoeber, 2016). This can be a huge challenge for clubs that are new and looking to establish itself in the sporting arena. Therefore, building a proper training and development facility is always a cause of concern for the managers as the new recruits may not be aware of the manner in which sporting management can be done. Hence, a further analysis can be made that highlights the challenges faced by sporting managers in the past month.
One of the challenges that are faced by the sporting managers is that of the poor quality of candidates. The main reason for this is the fact that candidates are of the view that in sports organisations, the opportunity of growth and success is less. This provides a huge disadvantage for the sports managers as it becomes difficult to convince the candidates about the possibilities that can be gained in the industry (Misener & Misener, 2017). At the same time, it can be difficult for candidates to ensure that believe that sports industry have provide opportunity for development other than being a player or coach in one of the teams.
Such perceptions tend to occur from the thought of becoming famous and not been pushed to the background. Thereby, less number of applicants can be seen trying to make a career in the back office of a reputed sporting club. According to O’Reilly et al. (2015), this particular challenge is faced by about 61% of the sporting organisations and thereby, the relation to the poor quality of candidates can be a relatable factor. The lesser number of applicants also suggest the poor rate of growth that the sporting industry has with comparison to other industries in the market. Hence, the trust of the people acts as an extrinsic motivating factor for applying for posts in the sector.
Building and Maintaining Healthy Relationships with Employees
At the same time, about 54% of the people have been reluctant to undertake any job offer that has been made by the sporting managers. This particular statistics suggest that despite the number of applicants in the sector, the rate of acceptance of the job has been less. This further complicates matter as the reluctance of accepting a job offer in sporting arena depletes the growth of the sporting sector. As observed by Dowling, Edwards and Washington (2014) despite the luxuries provided by the sporting sector it becomes difficult for candidates to rust being employed in sporting industries because exposure of talents is limited in the sector.
Another important aspect that needs to be understood is the fact that sometimes sports managers may have excessive amounts of applicants. This can be considered as a counter statement for the lack of applicants, but since most candidates are reluctant to accept the interview or the job post provided, suggests that sports managers have to make choices based on the applications received (Goldstein et al., 2017). At the same time, most candidates applying for the job remain reluctant to move from one place to another. Career in sports industries, as a player or support staff, requires continuous movement from one place. Therefore, the demand of the candidates in terms of gaining a stable job is not fulfilled in the sporting industry.
Hence, based on the statistics it can be said that sporting industries have a lengthy improvement to make while trying to deal get the best deals with the candidates. Therefore, it is necessary for the sporting managers to formulate strategies that can help in solving the problem related to the hiring and recruiting of talented employees in the industry. Coller, Cordero and Echavarren (2018) are of the belief that it is necessary to hire and recruit employees that share the concerns of the organisation. Appropriate skills and abilities need to be spotted by the sports managers so that they can provide assistance in convincing the candidates about the opportunities that can be gained in the sporting industry.
Hence, it is necessary to follow a proper recruitment and selection system so that the challenges can be mitigated. As described by Shackleton (2015) the recruitment and selection system can be a simple method in trying to motivate and encourage candidates to help in managing a club or league. It needs to start with the human resource planning and provide a unique job description so that analysis of it can provide positive results in business. At the same time, it is important to determine the recruitment and selection needs so that the candidates can be encouraged. Recruitment can be in the form of external as well as internal based on the requirement of the sports industries.
Recruitment and Selection in Sports Management
As stated by Taylor (2014) both the recruitment types possess its advantages as well as disadvantages in the industries. For example, in the case of external recruitment the external recruitment provides a large application pool. As seen from the statistics provided, sports industries have a large number of applicants initially but things such as interview dates and joining dates are turned down upon receiving positive feedback from the sporting managers. At the same time, external recruitment provides opportunities to hire new and fresh talents. However, there may be a backdrop to this as training and development opportunities are less.
At the same time, external recruitment costs higher than any other form of recruitment strategies. Therefore, for sports teams competing in the A-League or any other school or college league in Australia may fail to grab opportunities for better candidates. Heilman, Manzi and Braun (2015) are of the opinion that financial services are required for the club to motivate and ensure that talented individuals are recruited for the promotion. At the same time training and development needs to be met so that the young people that are being recruited are provided with an opportunity to grow and explore new opportunities in the business.
Holm & Haahr (2018) is of the opinion that it can be prudent for sports managers to continue with internal recruitment. This is mainly because the candidates that exist in the industry can be provided with promotion due to the loyalty shown by them. This can also be considered as an important strategy for the sports managers to build among the candidates and counter the fact that opportunities are less in the arena. Employees working in the organisation are aware of the requirement that need to be met so that they can maintain the stability of income in the sporting industries.
Therefore, internal recruitment can provide a huge advantage for the sporting industries so that it can grow in the market. As observed by Board (2017) internal recruitment provides motivation to the employees and opens up the possibilities of a referral system within the organisation. Therefore, people can be provided with the trust of growth and development once they are recruited in the industry. In the competing world, it is necessary that every organisation be provided with an opportunity to dominance the business sector. In the case of the sports industries internal recruitment can help in gaining such dominance and improve on the current recruitment and selection process within the industry.
Reward Management as an Opportunity for Effective Hiring and Recruitment
Thereby an analysis can be done to identify the recruitment and selection opportunities and challenges that can be presented in the sports industries. These factors can be useful in promoting an industry and at the same time ensure that challenges to incorporate the factors are dealt with by the managers. One such factor that may be the cause of challenge and opportunity is the diversity. According to Shailashree and Shenoy (2016), diversity in sports is one of the common themes that help bring people of various cultures together. In the modern world, the introduction sports leagues help in bringing about diversity in the world of sports. Hence, in a country like Australia, the introduction of the Big Bash League or the A-League provides an opportunity for many different sports people from around the world to participate.
Hence, in sporting industries diversity can be used to ensure that candidates from around the world are recruited and provided with an opportunity to grow and develop in the industry. As stated by Hunter et al. (2017) diversity is the reason behind the growth and popularity of sports and hence, diversity in the work place concerning the sporting centres can provide people with an advantage to continue taking interest in working in sporting industries. Another opportunity that can be gained is the innovation process. In the modern world, innovation plays a pivotal role in the success of every organisation.
In sports, innovation is important so that the opposition does not get an advantage. Therefore, being innovative in the sporting arena can provide employees with an opportunity to maintain their best interest in the industry. Therefore, it can be said that innovation plays a major role in motivating as well as providing employees with an opportunity explore development in the sporting industry. However, one of the challenges that may be faced in this scenario is the fact that applicants and employees need to be skilful to implement innovative techniques in the sporting industry (Misener & Misener, 2017).
As stated earlier, it can be difficult for sporting industries to get good recommended candidates because the perception of growth and development in the industry is limited. Hence, it is important that while undertaking innovation, sports managers analyse the capabilities of the employees. The fact that this poses a challenge can be considered as problematic for the development of the sporting industries and likewise can cause problems in the development of the club. At the same time, equal opportunities can be considered as an opportunity for candidates both male and female to take part in the management of a sporting organisation.
Challenges in Training and Development of People
Statistics suggest that about 95000 people are recruited in the sporting institutions. Among the 95000, the percentage of males is 58% while that of the females are 42%. This suggests a close proximity of relationship between the males and females. Thereby equal opportunity can cause candidates of either gender to provide stability in the sporting industry. As stated by Coller, Cordero and Echavarren (2018) equal opportunity is provided mainly because of the fact that women take an active part in sports these days. Hence, it can be said that with the implementation of equal opportunity for women and men, sports industries can mitigate the challenges that they face and ensure that it grows in the business world.
Another opportunity for growth is the advanced use of technology. In the modern world, technology plays a major part in every field of life. Even in sports, major decisions are made with the aid of technology (Dowling, Edwards & Washington, 2014). Therefore, it is necessary that the sporting managers recruit people with technically sound skills. One major challenge in this case is the fact that limited opportunity for development exists in the field. Hence, the technologically sound personnel need to be an external recruitment so that the job can be started in an immediate notice.
Conclusion
Therefore, it can be concluded that in order to gain a proper career as a sports manager, it is necessary to identify the opportunities that are presented. Every opportunity identified has its drawbacks but despite it, candidates can negotiate in adopting sporting management as a career. The opportunities provided are similar to that offered in business sector and the manner in which people can develop in the sporting industry open up debates the existence of the industry along with its development and growth.
At the same time, the challenges posed can be mitigated by the proper application of recruitment techniques that can help in improving the rate of candidates in the sporting industries. Despite its popularity in the field, sporting related jobs are shunned away by people due to lack of proper facilities. Hence, it can be said that managers need to act wisely and implement the resources provided to them in a proper manner so that they can continue to gain the support of every candidate applying for the position.
References
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