This week we welcome Fort Pitt which should be an interesting match. I had to go online to find the contact info for Fort Pitt this week and turns out the coach is actually the Head Women's Coach at Robert Morris who has some high level experience so I was looking forward to communicating with him. In the email I again made sure to emphasize the uniform portion as I did not want to run into any more issues. I have sort of given up hope on getting rosters before the game as no one has really come through for me in time.
Recently companies have been increasing their methods of recruiting, screening, and selecting their candidates. Technology has been the big driver for this due to the way they can collect data, and sort it for relevance. However it is important to note that recruiting is not the end all be all when it comes to hiring new employees. Instead there are usually three stages. Much like in coaching, recruiting is the initial phase. This is the time to identify potential individuals who would be a good fit to the company on the surface. Once that is collected, then the screening process begins, which narrows down the candidate pool considerably. Screening helps indicate those who are like to succeed and fit in with the organizations culture. This can also be considered an interview process for selecting a candidate. Finally, an organzitaion can make an informed decision based on their recruitment strategies. However, the biggest compliant that I and I am sure many applicants have is the lack of notification or updates. Did they receive my application, resume, and necessary documents? Have they moved on to the next round? No news is good news right? WRONG! Potential candidates want to know how they process is progressing. Also they want to know if they are being considered for the job or not. Sometimes by informing an applicant that they are not being considered for the position, it can leave a good impression on them and potentially look for other opportunities in that company.
In chapter two, preparing for vacancies, it is clear that many organizations seem to lack in the element. As stated, filling vacancies in any sport organization will become commonplace due to the nature of the business. It is very common to be looking for another position or be offered another position while working at an organization. If this is the case, then companies need to be prepared when a position becomes vacant. Does the organization have the necessary steps in place to ensure the right person is filling the void? If not, how are they going to go about achieving that? This is where the use of analytic can come in to present a valid solution. By using data to determine patterns, trends, and relationships an organization can make proactive decisions instead of reactive decisions when a position becomes vacant. Some really good examples that I would like to implement in the future as my managerial style is to have a workforce analysis. This can help determine the organization chart, structure, and the gap between why there is shortfall or surplus of workers. In terms of coaching and for soccer, this can be related similarly to a depth chart. So if there is an injury, yellow or red card, or a player has quit the team, I am able to quickly insert the next person in line for the position that was stated on my depth chart. Additionally, the recruitment flow relates directly to coaching because there is a constant need to recruit new players that will make an impact on the program.
It was a wild day of weather with rain and wind which seemed to pile over into the game. We were a bit short staffed at the game due to the weather that had just hit the area which made the night very interesting as well. I learned that things are always going to happen and people are going to have to step up. The press box was unusually not so full with people as many were missing. I ended up having to work the scoreboard as well this evening which was very simple but others had to step up and video the game and take care of other tasks as needed. The game was full of yellow cards which kept me busy all night trying to keep track of the score. After the game I went out to get my usually signatures from the teams and officials and there was still a buzz in the air from the game. The officials declined to sign on the field and wanted to get in the locker room asap. After the game I again had to send the scores into the league without our scanner so I was left to improvise and take a picture with my phone and send it into the league.
It was another typical Friday for me as I look to prepare all the necessary documents for tomorrows game. The itineraries were all changed to the proper times and set back to the normal schedule. There have been more recent changes to the PA Script as there has been changes to the way the clock counts down. In recent weeks there was a new worker in the box who wanted the script to have more soccer terms like Starting XI and things of that nature. He sent me an email with some of the suggestions so I went a head and made those changes. He had worked with AFC in the past and had only been able to actually attend a few games but he apparently had Terry's approval. It was interesting to note the changes. I made sure to pack everything up and ensure I had all of the proper paperwork printed and ready to go for game day.
Chapter 1 Power point questions. It was interesting to go back through to create a power point for the chapter. I used the provided outline to help form the presentation to outline things like the SWOT, PEST and market analysis. It was interesting to learn about these items in a sports scale and apply them on the presentation so people would be able to see them and understand them without reading the text. The goals and objectives portion was very interesting to learn about how sports organizations used goals and objectives from a management sense opposed to a performance sense.
Who know that uniforms would be such a struggle in this mentorship. I thought for sure that would be the easiest part as you have home and away uniforms. Looks like we will be wearing part of our home and away jerseys to ensure we do not clash. I had to call Terry and let him know about the issues and get approval to change our colors. I think the league needs to address the color issue for sure. You can also see teams who are trying to save money by not buying two full sets of uniforms. I guess it is something you get in a lower level professional league as money is a huge issue for teams. Revenues cannot be great.
In an effort to get more experience and hours in the sports management field I was able to take on a new task as an editor to Dr. Bonnie Tiell and Kelley Walton, JD are writing about Human Resource Management in Sports. I have been given the task to read each chapter and create a test and slide show to coincide with each chapter. I am able to complete each chapter at my own pace. However, it was agreed upon having all the chapters that are complete finished by the end of July.
I embarked on my first chapter and found the reading to be very interesting and insightful especially just having had my class on HR in sports last semester. The reading took some time and I made sure to highlight all of the areas I new would be key for me to create a test and a power point with in the chapters. Creating the test was difficult at times as I had to use a bit of my teaching background to create some questions that were challenging. Creating the power point will be the next task. Spoke with Terry about somethings this week as we keep progressing forward. He gave me the contact information for Buffalo so that I could sort everything out with them for this weekends game. In talking with Terry today we discussed how there are a lot of teams in the early playoff mix. Anyway, I did sort out my document to send to Buffalo along with the uniforms. I am going to bet there will be a struggle with colors again this week as their logo is blue. I made sure to bold that in my email so we can sort this out right away.
Just hours after the game I received phone calls and emails from the administrator from the Indiana Fire. They had saw that we used periscope to show the game and they wanted to have access to the video to send to the league as they were very much trying to peruse the fact that our player did something wrong causing the injury. However, the video was taken from a phone from the press box. I learned that with periscope the video is only available for 24 hours and you cannot fast forward, rewind or zoom in on the video. Before returning the women's voicemail I called Terry to brief him on the situation and let him know what was going on. We both spoke about the incident. It was very hard to say how the player was hurt but it looked from my view that it was from the tackle and there is no sign of any punching or kicking. Not to mention the linesman was right there. I contacted the women back to let her know that periscope was the only video we had and that we were new to it all. The video would be up for 24 hours and thats it. I asked how the player was doing and she did not give much detail other than him being concussed. It was a very unfortunate incident that you wish would never have happened.
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AuthorMatt Procopio, AFC Cleveland, Team Liaison. Assistant Men's Soccer Coach at Tiffin University. Daily Time sheet
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January 2016
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