HRM in the London Olympic games

HRM in the London exceeding gamesThe London 2012 Games is organized by two principal(prenominal) bodies The London Organizing charge of the Olympic Games (LOCOG) and the Olympic pitching ascendence (ODA). The Olympic Delivery Authority is funded by authorities and authority to develop and build vernal venues and infrastructures for Olympic Games and long term after 2012. LOCOG is funded by private sector which is responsible for preparing and execute 2012 Games.In this report examines different types of HR issues in ODA and LOCOG. present discuss about the traditional view of person-to-person direction and new approach of world Resources commission and discuss the long suit of principles and procedures for monitoring employees. This report well examined how LOCOG, a privately funded body and ODA as a public body, handle certain HR issues copulation to the best practice.BackgroundThe LOCOG (London Organizing Committee of the Olympic Games) is funded by private secto r. It is responsible for performing the games. They be planning to employ around 100,000 peck on the Games with 3,000 staff, 70,000 volunteers and many of contractors by 2012 Opening Ceremony. It is mainly responsible for performing Memorable Games in 2012. And it is also responsible for recruiting, selecting and training staff and volunteers and supervision of the four year Cultural Olympiad leading up to the Games.The Olympic Delivery Authority (ODA) is funded by government and it is mainly responsible to build and develop locations and infrastructure for the Olympic Games and employ for long-term. Currently more than 10,000 devolveers work in Olympic greens and Athletes village. The employees of the ODA cover a wide area of skills such as planning and project management, entrance management and community liaison.CLM Consortium is the Delivery partner of the Olympic Delivery Authority. It is owned by CH2M Hill, Laing ORourke and Mace. CLM Consortium is working on behalf o f the ODA by managing programmes of the constructing of places and infrastructures for 2012 Games. Mainly it performs project management for the ODA.Tasks1.1 Because of the competitive environment in the open economy, human race Resource Management has become the most important federal agent for the efficiency of organization. Human Resources management arise from the Personal management. The difference amid personal management and HR management layabout be discussed as theoretical. Personnel Management has more administrative environment land. Personal Management deal with Payroll, comply with truth of employment, supervise related administration tasks. But Human resource management is managing workforce in the organization to achieve main objectives of the organization.When recognised the difference between the Human Resource Management and the personal Management, HRM can describe broadly in scope than Personal Management. Human Resource Management is supposed to incorporat ed and develop the personal Management, while focusing on creation and t separatelying of team works to achieve organizational goals. The personal management uses a one(a)(a) method while HRM uses Pluralist method. The Personnel Management deals with the selection, recruitment, line of merchandise description and work load of the employees.When notice the relationship between employees and the management, can recognize Personnel Management involve for monitoring, supervising and controlling while HRM focus on nurturing and facilitating with relationship.1.2 The role of the HR director of ODA essential parallel with the changing call for of ODA. ODA is more adaptive, strong, well-heeled change with trend and customer-oriented. The Olympic Delivery Authority (ODA) is the government body which is building places and infrastructures for the Games. As the Human Resource Director of ODA, HR Director needs to guide and manage the human resource services, policies and procedures and p rogrammes for the whole organization. The key areas put one across to be directed by the HR director can discuss as follows.Recruiting new staff for the ODAPerformance management and improvement transcriptionsGrowth of the organizationEmployment and obedience with regulatory bodiesTraining and DevelopmentDocumentationDevelopment of PoliciesFacilitation of company-wide chargeAdministration of compensation and benefitsEmployee safety, Health and welfareThe Human Resources Director initiates HR Practices which provide high performance culture, quality, efficiency and Values, achievement of goals and the recruitment and continuing development of a greater workforce in The Olympic Delivery Authority (ODA). The HR director directs implementation of services, policies and programmes over his staff. HR Director has to report to the chief executive officer of Olympic Delivery Authority (ODA) and assists and instructs the company directors regarding Human Resource issues in the Olympic D elivery Authority (ODA).1.3 Responsibility for Human Resource Functions rests with every manager in an organization (Weather et al, 1985 Weather and Davis, 1989). HRM is a responsibility of every manager in an organization. Even when a Human Resource department is created within the organization, a dual responsibility exists among operating managers and human resource experts. Individual managers involve in planning, selection, orientation, training, development, compensation and other military group activities.Line managers find implementation of HR Practices at the operative level difficult and show lack of enthusiasm with their responsibilities. Though, rail line managers have become accountable for the implementation of HRM and at that placefore, their performance is serious for effectiveness of HRM of the Olympic Delivery Authority.The Line managers are extremely skilled people. Now they are involving with needs of employees which create the better working environment in th e organization. They have capabilities to assert to the employees with many challenging circumstances they have to go through, as an example if an employee couldnt visit his targets at that time line manager would have stiff intervals to decide what they have to do and fix a new target to achieve.Front line manager have to primed(p) clear prospects with his employees in call of what they have to be delivered and how they are going to be delivered estimated products. Then front line manager has to be involved with leading the performance appraisals and approved personal development plans. After agreeing with personnel development plans, line managers must observe the weaknesses of their subordinates and identify the way of bridging the gap via training. The line managers should be able to identify the eye socket of learning and development involvements which existing to them. The Line managers also responsible for effective provision of coaching and guidance and increase the sa tisfaction of employees, motivation and employees commitment, if the front line manager wants to be a really effective line manager he has to identify his responsibility as a sponsor of his employees learning and development.2.1 Human Resource Planning (HRP) is the process of determining time to come employee needs and decision making steps or strategies to achieve those needs for the purpose of accomplishing organizational goals and objectives.The institute of personnel management (UK currently known as Chartered Institute of Personnel Development) has defined HRP as HRP is a process which more systematic and continuous to fail and organize the necessities of the human resource that need to be changed conditions and developed rules and regulations suitable for long term effectiveness of the organization. Because of HR costs and forecasts both affected by long term cooperate plans, HRP is an important part of cooperate planning and budgeting procedures. (Armstrong, 1992, p. 289 )Information required in HRP process are information regarding future contract for HR and information regarding future HR render.Information regarding future HR demand isOlympic Delivery Authority (ODA) is considering about talented, enthusiastic and dedicated employees work within a greater range of think over roles. Therefore, there is a high demand for skilled and unskilled people for those from the five London boroughs nighest the Olympic putting surface.The Olympic Delivery Authority (ODA) is accountable for building and developing places and infrastructures Olympic Games and use after 2012. Therefore, their strategic plan also decides future HR need for this project.Expected number of retirement, resignations, deaths and terminations from this project.Information regarding external factors such as economic, social and political forces prevailing in London.ODA has developed a strategy to delimit how it depart create new jobs.Information regarding HR supply isInformation of current HR in ODAThere are more job opportunities to support for building of Olympic Park. The Olympic Delivery Authority (ODA) has Varity of job opportunities in Professional, Admin, Management, Technical, Information Technology and tacks/operation level forthcoming in the Olympic Park.II Information required for possible replacements.The Olympic Delivery Authoritys meditates Skills Stocks has obtained thousands of people for different types of jobs in Olympic Park. The aim of the ODA is offering more jobs up to 7% of the on-the-scene(prenominal) labor force in spin for people who are unemployed previously.There are five steps involved in HRP process.Forecast future demand for HR. ODA has forecasted that the three major Stratford- found projects alone the Olympic Park, Olympic Village and Stratford City development willing create around 30,000 jobs over the course of the construction stay.Estimate future HR supply of ODA It can be anticipated by observing building and c onstruction industry.Compare forecasted demand with estimated supply.Decide strategies to be taken to bridge the gap between future HR supply and demand.Assess the HRP effort of ODA.2.2 Structured process for recruitment in LOCOGThe London 2012 Organizing Committee (LOCOG) is planning to employ around 100,000 people on the Games with 3,000 staff, 70,000 volunteers and many of contractors by 2012 Opening Ceremony.As the biggest post-war campaign in the UK, LOCOG is waiting for self-motivated, talented and dedicated people who represent the diversity of London and UK to spread on greater range of volunteer roles. A person who selected to volunteer at the event will be known as Games Maker.LOCOG recruit employees in various ways. They allow applying apprentices, people with disabilities, school leavers and via a LOCOG technology internship program.Structure for Recruitment Process in ODAThe Olympic Delivery Authority is planning to provide job opportunities for more than 10,000 people in a hard time for construction Industry while want to meet commitments to safety, employing, training and developing local people and trainees.A Job agent service, in cooperation with five Host Boroughs and Job Centre plus which yoke the job opportunities in Olympic Park with chances who are living local areas and elsewhere in the UK,The National Skills Academy for Construction is funded by The Skills Funding deputation and the London Development Agency. This organizes training programmes within range of suppliers which is including Thames House Training Centre other than a Plant Training Centre for people to arrive their skills that need to be success on the Olympic Park and endure their career development while they are working.A guarantee to another 250 traineeships to be created in the Olympic Park and Athletes Village including the specific necessities to take on trainees in future contracts.The Olympic Delivery Authority (ODA) collects and publishes figures on the Olympi c Park workforce which is collect through the enrolment process to watch transparency regarding the workforce.The workers in Olympic Park and Village have to be spent at least five days over the period of measurement applied.They are counting local workers only in the Olympic Park and Village who are giving permanent address in one of the five Host Boroughs.Before a person categorized as a resident there The Olympic Delivery Authority (ODA) doesnt have a minimum time period for the residency. Many of public authorities such as Her Majestys Revenue and Customs, local anesthetic Taxation and Valuation using this agreement,London 2012 is a Game for everyone, so they encourage to employment opportunities regard little of their age, gender, ethnicity, sexual orientation, faith or disability.Recruitment methods that can be usedSimple word of mouthJob posting and biddingSkill inventories and management inventoriesIntranetSuccession planEmployee referral (internal and external)Walk ins and write inseducational institutesEmployment agenciesProfessional institutesAdvertising2.3 Interview as a selection techniqueSelection interview is a face to face, oral and observational military rank method of appraising an applicants acceptability with regard to a certain job. The interview creates on in-depth conversation between a prospective employer and an applicant for the purpose of deciding whether the applicant is the most set aside person to fill the vacancy being considered.Interviewing has some distinct advantages over other alternative methods of selection. It gives the interviewer with an opportunity to assess the candidate in terms of self presentation, verbal abilities and behavioural characteristics such as way of talking, manners and sociability. Interviews can be adapted to various types of employees such as managerial, technical, clerical, skilled, semi-skilled and unskilled employees. It can fill information gaps and enable to clarify questionable responses.The re are some disadvantages relating to method of interview. Errors associated with interviewers use of inappropriate standards are one of the disadvantages of this method. Those errors are Halo effect, personnel prejudice, pseudo-scientific premises and over-emphasise on one criterion.There can be problems with interviewee. One major error is inability of interview to listen. also the interviewee attempts to behave in a pretended manner which is socially desirable. Normal interviewee attending an interview is nervous and fearful resulting in that he / she is not in a position to use his/her real skills, noesis and attitudes to face the interview successfully.Alternative selection methods that can be used are application evaluation, background investigation of prospective candidates and conducting an assessment centers to identify the best candidates2.4 To be selected for LOCOG Technology internship program, they use some oft asked questions. There web site shows what is expected b y LOCOG team. It is a structured process of selection. As an example for the question of how do I qualify for LOCOG technology team? would expect an answer of set of qualifications specifically mentioned for each post.The Olympic Delivery Authority (ODA) is the government body which is responsible for building and developing the places and infrastructure for the Games use after 2012. Therefore, they select the most appropriate candidates for the authority via apprentice programs, construction contacts, support organizations and offering job opportunities that related to construction and direct employment for women with contractors in the Olympic Park. ODA has a relatively shapeless mode of selection rather than LOCOG.3.1 There are five steps involved in pay management process. They are job evaluation, pay survey, job pricing, adjustment of individual pays and finally monitoring and update the pay system.Job evaluation is a subjective process. It is a systematic method to determine the comparative values of jobs which are available within an organization. This is a proper and methodical comparison of jobs to regulate the value of one job comparative to another job and ultimately grade in salaries and wages hierarchy (Dessler, 2005)The purpose of job evaluation is to ensure that base pay of a job possess a good degree of relative equity. Under job evaluation, personnel traits of employees are not taken in to considerationThere are five steps in job evaluation process.Appointment of a job evaluation committee.It is better to do job evaluation through a committee, specifically set up for the purpose consisting of persons who are more knowledgeable about the jobs.Examine job analysis informationTo examine job analysis information, there must be distinctly prepared job description and job specification for each of the jobs available in the organization.Decide the method of job evaluation.There are four methods of job evaluation.Job rankingJob gradingFactor comparis onPoint systemHowever, it was identified that the best method is the point system. otherwise factor comparison method can be decided to use as the alternative method of job evaluation.EvaluationThis step involves evaluating all the jobs available within the organizationRank the jobs according to relative importanceAfter job evaluation, it is possible to ascertain relative worth of each job. According to the relative worth, all the jobs must be put in order of importance. They must be ranked according to the importance of the job. In fact, it is possible to build a hierarchy of jobs arranged by relative importance. After this ranking, financial values should be introduced.Factors of determining the pay are,Government / Legal requirementOlympic Delivery Authority (ODA) is a public body which is in control to build new places permanently and temporarily, works on present sports places, planning and implementation of transport infrastructures and facilities to help the Games, renovatin g the Olympic Park enduring after the Games. Mainly ODA has to make sure the new standards of project for sustainable development. Therefore, ODA must structure its pay system accordance with acts and ordinances of wages and salaries imposed by the government.Trade UnionsInfluence of trade unions to determine wages and salaries by controlling labour supply is a frequently seen fact. Trade unions use their power in order to increase wages and salaries by engaging in collective bargaining with employers representatives.Cost of Living growth in cost of living may affect to increase wages and salaries. Cost of living of employees is measured by basing on a price force and then wages and salaries are adjusted according to changes of the price index.Demand and supply for laborDemand for labor of a certain job and supply of labor for that job influence on determining the wage or salaries of that job.ProductivityRatio between input and output is productivity. When productivity increases, o rganizations may give higher pays to its employees.Financial abilityOrganizations financial ability to pay is a major determinant of wages and salaries.Competitive paysThe ODA offers competitive market salaries complemented by a performance-related bonus.3.2 Rewards (Compensation/remuneration) include wages salaries, incentives and welfare facilities.Pay management is the HRM function that deals with development, implementation, and maintenance of a base pay system that is fair. It is the aggregate of all the activities involved in developing, implementing and maintaining a fair base system.It needs to decide whether competency based pay instead of job based pay is applied or not. Job evaluation and other steps of pay management focus on a job based pay not a competency based pay. Competency based pay is pay disposed to the degree of competency the employee has when the employees competencies increase, pay given to him/her increases. Job based pay is a pay given to the value of th e job done by the employee. Mathis and Jackson (2000, p.421-2) describe paying for competencies rewards employees who are more versatile and have continued to develop their competencies. In knowledge based pay (KBP) or skilled based pay (SBP) systems, employ staff at a base level of pay and receive increases as they learn to do other jobs or gain other skills and therefore become more valuable to the employerAswathappa (2007, p.300) defines In the skill based pay system, an employee is stipendiary on the basis of number of jobs he or she is capable of doing or on the depth of his or her knowledge. In traditional system, the employees are given wage or wage base on their jobs held.Traditional system means job based pay system. Skill based system has some advantages. It will motivate employees to acquire additional skills which may reduce boredom and monotony. Then increased satisfaction occurs. Increased skills become useful to the organization. It will increase employee flexibili ty (having employees to do different jobs and transferability). It may increase effectiveness of work teams.There are disadvantages also. It increases cost of pay as employee increases their competencies. Requests for giving promotions from employees may increase. If employees or trade unions propose a skill based pay system to be introduced in an organization that is following a job based pay system.3.3 demand is one of the strategic objectives of HRM. Motivation refers to the extent to which employees are willing to exert the necessary effort to perform their jobs well. Pay management ensures that pays received by employees meet absolute equity, relative internal equity and relative external equity. Sound management of incentives ensures increasing employee motivation so as to improve job performance.ODA is using these rewards and benefits in order to motivate their employees. They provide competitive market salaries, performance related bonuses, pension, ensure employee wellbein g, season ticket loans and gym memberships. When we consider two factor theory of Fredrick Hurzburg, these incentives can be classified in to both hygiene factors and Motivators. Salaries and wages, bonuses, pensions loans can be identified as hygiene factors and ensuring employees wellbeing and gym memberships are examples for motivators.3.4Establish objectives for each job and compare and monitor performance based on those objectivesHRM of ODA must develop proper job descriptions and job specification for each job and frequently monitor them and ensure that they are up to the standard.Continuously allocate them in to a series of training programs in order to ensure their productivity.Frequently evaluating the performance of their employees.Creating a learning culture in London 2012.Implementing open door system and consider employee ideas in decision making.4.1 ODA is expecting a highly skilled work force for building the stage of London 2012 Games will provide workers in London a nd UK unprecedented access to new jobs and career opportunities. This will leave a highly skilled workforce that can not only help deliver the Games, but one that is going to have pleasing and sustainable careers in construction after 2012. One of the key responsibilities of ODA is to convert the Olympic Park for long-term use after the Games. Therefore they can gather in some of skilled staff in to permanent cadre and allow them to maintain it in the long run. After 2012, ODA wishes to absorb other skilled employees to government jobs in construction side or provide job opportunities in the private sector.The LOCOG is responsible for performing the games. It is mainly responsible for performing Memorable Games in 2012. And it is also responsible for recruiting, selecting and training staff and volunteers and supervision of the four year Cultural Olympiad leading up to the Games.4.2 Selection criteria for declaring redundancy of employeeIn UK the number of redundancies rises in th e course of credit Crunch, mostly in construction and finance sectors. In this project redundancies occur when finish the construction of London 2012 and when some jobs are no longer needed for Olympic delivery Authority (ODA). The effect of the economic slowdown is established by less job opportunities.The selection criteria that going to be used by the employer should be identified clearly and exactly, It is usually contain of persons who carry out same jobs in a specific department, who works at a related site or whose work is expected to do so.Selection Criteria have to be based on objectives which including,Length of service periodAttendanceRecords of DisciplinaryQualificationsCompetencies and SkillsWork ExperiencePerformanceLast in, First out (LIFO) is not a suitable selection method for selection criteria, because the workers with less service are to be younger employees.Tribunals happy with point system which is scoring to each employees compared with related criteria. Scori ng should be performed by two or more independent managers who know all employees in the London 2012.The scores should added together and give total of them to each employee.Sometime following reasons may raw for selection of employees for redundancy and employees can claim under Unfair Dismissal or relevant Laws.Membership of the Trade UnionReasons related to pregnancy or maternitySexual orientationMarital statusRace or Skin ColorDisabilityWhen selection is completed the employees who selected for redundancy should be notified by in writing. The London 2012 offer to employees to leaving the London 2012 to maintain their self-confidence and support them to find another job,