So you have the plan and you know clearly the event
objectives of your clients, so what now?
First thing first, you need the right people to execute the
plans that you crafted, without the right people say goodbye to your goal of
creating a successful event.
Most of the time, the plan is so detailed, so perfect, but
come the “Day of Reckoning” will fail to deliver. And when you go back to the
drawing board, you will discover that there is nothing wrong with your plan,
the fault lies in having placed wrong and incompetent people in the event
operations.
This is the reason why Human Resources Management is
important in Event Management.
In Human Resource Management, it is best if you have a department
or a lead person that will oversee the human resources in an upcoming event, if
you do not have, it is important that you have the skills in human resource
management.
Human Resources Management involves the following:
Creation of a Culture
of Excellence
Easier said than done, this aspect is something that you
monitor and hammer to the minds and heart of your staff. Event Management is a
service industry; in this industry “going the extra mile” is the rule rather
than the exception. A Culture of Excellence becomes critical in this case.
The company is best communicated by how well the people work
with the client.
Talent Development
Process
You need to develop your talents. They will be the one that
will work hand in hand with your clients. How your people implement to achieve
the goals of the event is highly dependent on their competence and
capabilities.
As such, training, capacity building, and career paths are
some of the important aspect you have to deal with when it comes to talent
development process.
Recruitment and
Firing
What is your Talent Unique Selling Proposition or Human
Resources Value Proposition? This element is very critical in attracting the
right people and suppliers to help you achieve and satisfy your clients.
At the same time, I consider my event organization as a
basketball team, people that cannot deliver needs to be replaced for a better
team member. Having said this, firing is a difficult but a must action that one
has to take in order to create a better event management organization.
Competitive Wages and
Incentives
Let us face it, people will work for you if they can get
what they need from you, and people will work hard for you if they feel that
their salaries, wages and incentives are at par with the market or better.
In this aspect, you are like walking on a tightrope located
on top of two high buildings, the wind is blowing, your life is at stake, and a
wrong step will eventually spell your end.
I am saying, you need to be competitive but at the same
time, and most importantly, profitable.
Attract and shower your people with an attractive package, but not to the extent of seeing your company in the red.
Clear Organizational
Chart and Job Descriptions
Oftentimes, we cannot harness the potential of a staff
because we do not have a clear organizational chart that helps the staff where to
seek help and assistance whenever he needs it.
At the same time, he was confused and frustrated, because for
him, he is already working hard to achieve goals and expectations, but at the
end of the day, he is reprimanded, only because he and you do not see
eye-to-eye on what are his job descriptions.
Again, remember, these two are easy to do, but most of the
time placed in the drawer or at the dark corners of the office.
So you wanted to have a successful event? You wanted to maximize
productivity and profitability; you can by putting a priority in your human
resources in your event’s company. There is no one-way to do it. It is a
process, but I tell you it is a worth your time and effort if you do it
correctly.
- Saturday, September 17, 2016
- 0 Comments
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