COURSE SUBJECT : EVENT MANAGEMENT – Asia Perspective

COURSE CODES : MEM 503

ACADEMIC FACILITATOR : DALJEET SINGH GILL
 Learning Outcome
Know the unique human resource challenges facing events.
Be able to:
• Plan the human resource management system, including staff and
volunteers
• Conduct needs assessments and job analyses, make forecasts and
prepare job descriptions.
• Formulate policies and procedures to formalize the staffing process.
• Recruit, screen, hire, and orient new employees and volunteers.
• Initiate training and professional development programs; work to enlarge
the jobs of staff and volunteers.
• Supervise and evaluate staff and volunteers using performance criteria;
use rewards and discipline as appropriate; resolve conflicts; manage the
termination, outplacement and re-enlistment functions.
• Manage the essential functions of pay and benefits, working conditions,
labor relations and employee records.
• Use motivation theory relevant to the specific needs of staff and volunteers
 Event Management – ASIAN PERSPECTIVE

Source: Event Mgmt Book Cover @ AeU

Human Resource Management &
Events
Human resource management is the process of organizing and
effectively employing people in pursuit of organizational goals.

Unique HR Elements of Events

• The HR manager for events faces a number of unique challenges:
• most are dependent upon volunteers
• they are often organized and produced by volunteers in informal
organizations
• some workers are required all-year round, but most are needed only
during and around the event itself
• professional staff are often part-time and have risen through
volunteer ranks
• staff and volunteers are often part of the product (as the Disney
Corporation puts it, they are all "cast members")
Human Resource Management –
Continue
• relationships with stakeholders and the community are vital for
recruitment of volunteers

• managers must often work directly with staff of other organizations,

such as parent agencies, sponsorship companies, suppliers, and
regulatory bodies

• leadership and control is often expressed through direct,

interpersonal methods, rather than formal personnel systems

• cultural diversity is frequently an issue: to ensure the event fairly

represents the community it serves and to manage diversity among
the staff and volunteers

Source: Event Mgmt Book @ AeU

 HRM – Planning Process

Source: Event Mgmt Book Cover @ AeU

 HRM – Process

• Job description – Include job title, salary grade, job summary, job scope
and responsibilities…
• Recruitment – having an event website with advertisement for
employment, word-of-mouth, recruitment agencies…
• Interview & Selection – testing candidate to see if they have the right
skills, & knowledge…
• Training – An audit to determine training needs…
• Appraisal – Appraisal should be an accurate gauge, to measure staff
performance….
• Reward – Reward for salaried and unsalaried staff in an important
incentives…volunteers can be sourced from engaging internal
stakeholders + Engaging sponsors + Volunteer groups + …..
HRM – Organizational structure for
Event Marketing Department

Source: Event Mgmt Book Cover @ AeU

Student Volunteers get a chance to
meet Royals….Pictures

Source: Event Mgmt Book Cover @ AeU

HRM – Relevant Motivation Theories

Maslow’s Hierarchy of needs ERG Theory

Source: Event Mgmt Book Cover @ AeU

HRM – Relevant Motivation
Theories..Continue
Herzberg’s -The two-factor theory
Summary

In event company may only have a few employees…..the size and

magnitude of the event may mean quickly expending this to include
temporary staff for the event and the many contracted services required.

Staffing for an event requires a Human Resources process that must

support the overall ability to successfully plan and stage the