Introduction
Event Management
John-n, 2015 once mentioned that the process which
creatively applies necessary skills in organizing an event with a target
audience to achieve a desired objective is known as Event Management. In a
simpler version, Event Management is planning, coordinating, organizing,
producing & directing people towards achieving the goal.
Figure 1: Event Organizational Structure (Shone & Parry (2004))
As
per Shone & Parry (2004) (Figure 1), event organizational structure has
five main areas. All the above mentioned main structures should be run by the
permanent employees. Hence, unlike other industries, the event management
mostly depends on human resource system and staffing.
Human Resource Management
Armstrong, 2006 has defined Human Resource
Management (HRM) as a tactical and logical system which is used to achieve an
organization’s long and short term targets. Aligning to the definition given by
Armstrong, 2006 HRM is commonly worried
about arranging and predict the prerequisite for human work, sorting out and
organizing duties and dispensing them to employees in different departments and
designations. This builds up a proper correspondence channels and coordination,
and then leads to better coordination and controllable performance at work.
Involvement of HRM in Event Management
Industry
Human
Resource maintain a significant position in Event Management Industry. Defining
it explicitly,
in the operational elements of enlisting and choosing workers and supplying
them with training which will help employees to establish themselves in the
organization. As per (Durai, 2010) it appears that because of some
uniqueness of the events industry, this industry bares a much more challenging
and dynamic context for Human Resource Management than other industries.
Event management organizations are facing countable
HR challenges due to the nature of the industry. This challenges can positively
effect on, not only the success in a particular event but also the overall
organization goal.
Working Hours
When it comes to an event, site safety is considered as an important fact as heavy equipment are often used, and large displays and supplies are utilized frequently. Events require a large amount of decorating, often involving big fixtures, stages, marquees, flat forms and large pieces. All of these issues create safety concerns and it will lead employees to leave their jobs due to the risk of working at the site.
In the Event Management
Industry most of employees have no particular working time frame. At some
occasions many employees may need to work more than normal 9 hour work frame.
Some of employees might have to work over 24 hours. With this situation event
management companies may need and extra efforts to encourage employees to work
extended hours without decreasing their efficiency levels.
Safety at Site
When it comes to an event, site safety is considered as an important fact as heavy equipment are often used, and large displays and supplies are utilized frequently. Events require a large amount of decorating, often involving big fixtures, stages, marquees, flat forms and large pieces. All of these issues create safety concerns and it will lead employees to leave their jobs due to the risk of working at the site.
With above
major concerns event management industry needs and special attention on human
resource management to keep employees’ attracted to the job. Motivation can be
proposed as one of the best HR method can solve human resource problems in the
event management industry. Below, figure 2 gives a summary of Human Resource
Functions (Surbhi, 2018).
Figure 2: HRM Functions (Surbhi, 2018)
References
Armstrong, M., 2006. A Handbook of Human Resource Management Practice.
Armstrong, M., 2006. A Handbook of Human Resource Management Practice.
Armstrong, M. & Taylor, S., 2014. Armstrong's Handbook of Human Resource Management Practice. 13 ed.
BL, R., 2006. Job engagement: construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation. Doctoral dissertation, University of Florida.
Durai, P., 2010. Human Resource Management.
John-n, S., 2015. Linkedin. [Online] Available at: https://www.linkedin.com/pulse/definition-what-event-management-steve-john-n-
Shone , A. & Parry , B., 2004. Successful Event Management: A Practical Handbook.
Surbhi, S., 2018. Difference Between Personnel Management and Human Resource Management. [Online] Available at: https://keydifferences.com/difference-between-personnel-management-and-human-resource-management.html
Agreed to your views. Further, a motivated employees are valuable assets who can deliver massive value to the organization in maintain and strengthening its business and revenue growth (Adi, 2000). Also, every organization wants to be successful and have desire to achieve long lasting progress. To overcome restraints a strong and positive relationship should be created and maintained between employees and employers. Unless the employees are satisfied, no organization can achieve success (G.Rothberg, 2005).
ReplyDeleteThank you for your comment Madu, Motivation has a power of starting and keeping employee engaged in their work and also motivation can describe as something that puts an employee to action, and carry on him in the progression of actions already started (Dubin,2002).
DeletePeople have many needs that are continuously competing one with another. Each person has a different
ReplyDeletemixture and strength of needs, as some people are driven by achievement while others are focusing on
security. If the managers are able to understand, predict and control employee behavior, they should also know what the employees want from their jobs. Therefore, it is essential for a manager to understand what really motives employees, without making just an assumption. Asking an employee how he feels about a particular situation does not provide an accurate evaluation of his needs, as the interpretation could distort the reality itself. The closer one gets his perception to a given reality, the higher is the possibility to influence that specific realty. Thus, managers can increase their effectiveness by getting a better grasp on the real needs of the employees (Dobre, 2013)
Thank you for your comment Uditha, the organization should be able to understand the employee’s needs on individual basis. When some employees are doing their jobs to fulfill their basic needs and other employees, others may have different objectives. Hence, it is important to identify employee’s needs and capabilities by the management in order to motivate all employees equally. Employee motivation, productivity and performance can be increased when employee management is based on ideas and procedures which aligned with the employee development (Manna 2008).
ReplyDeleteGreat introduction to the topic and agree with you Supun. In an Event Management the organization and staffing of an event, its co-ordination and management, are all factors essential to its summary success. According to Shone and Parry (2010) certain kinds of events as much can be achieved with talented amateurs and enthusiastic volunteers as with professional paid staff. However, there is a place for both professional and volunteer staff in the events business. Events are varied and diverse, and their organization and staffing reflect this.
ReplyDeleteAgree on your views. As a value addition to the HFRM definition, HRM can be described as a critical organizational function as now most of the organizations are moving towards globalization and internationalization to gain competitive advantage in the respective industry since, HRM is strategically leads employee innovation to maintain the industry competitiveness & future survival (Bornay-Barrachina, 2019).
ReplyDelete