The Human Resources Strategy of ELSA Amandine Vole

The Human Resources Strategy of ELSA Amandine Vole and Zulfiya Huseynova Human Resources Team ELSA International 2015/2016

Human Resources constitute the foundation and the driving force of the association. The human resources in ELSA are mainly: • Members • Board Members • Directors, Assistants, Coordinators and Teams • Members of Organising Committees • Alumni Decision Book, IM, Human Resources Article 1. 3

Human Resources Strategy The Human Resources Strategy of ELSA (HRS) is: • a framework to be implemented • in all Member and Observer National and Local ELSA Groups • with the purpose of increasing the quality and quantity of ELSA members. Decision Book, IM, Human Resources Article 2. 1

Human Resources Strategy ICM Cologne 2013 Adoption of Strategic Goals 2018, Internal Structure ELSA shall focus on Human Resources. Strategic Goals 2018 Internal Structure ELSA shall focus on Human Resources

The 5 Human Resources Cycles Maintenan ce Integration Developmen t and Knowledge Managemen t Farewell and Alumni Recruitme nt Your old members and alumni can help you recruit new members and there you go again.

HR Cycle 1: Recruitment What? The stage of approaching potential ELSA members. Why? To gain additional individual members. When? Continuously at all levels of ELSA.

HR Cycle 1: Recruitment What is ELSA? Who are we? What do we offer? What will you gain? Focus on promotion! § Present your National/Local Group § Promote your events ü Personal development ü Professional experience ü Legal knowledge ü Legal skills ü New friends ü Networking ü Cultural exchanges Involve old members and new students in the presentation. Gain new members!

HR Cycle 2: Integration What? The stage of creating a welcoming environment. For Whom? For new members. Why? To motivate and encourage them to actively take part. How? By explaining the activities of ELSA. By introducing the team spirit.

HR Cycle 2: Integration Spirit Introductio n to ELSA Welcoming environme nt SPIRE CLUDE TEGRATE

HR Cycle 2: Integration Ø Ø Ø Ø Keep your members informed Organise meetings for them Socialise with them Train them Involve them in your activities Let your members aside Overload them with tasks Bombard them with information

HR Cycle 2: Integration Good Practices of the Network Ø Welcoming Party To celebrate the first day of your new members in ELSA. Ø Mentoring Programme Pair up a new member with an old one. Ø Freshers’ Camp An adventurous and entertaining week or weekend to introduce your

HR Cycle 3: Maintenance What? The stage of determining if your members’ interest is high, medium or low. Why? To boost their motivation for further involvement. How? By providing appreciation and personal reward.

HR Cycle 3: Maintenance Motivation Active Involvemen t Appreciation Projects Reward Organising Committees Diplomas, Certificates Working Groups ELSA Spirit Training Events

HR Cycle 4: Development and Knowledge Management Development? The advancement of members to officers. Knowledge Management? The transmission of core ELSA information.

HR Cycle 4: Development and Knowledge Management Advancement of members Continuity of ELSA Transmission of core information

HR Cycle 4: Development and Knowledge Management Ø Ø Ø Ø Have a structured archive Organise training events Create a National Trainers’ Pool Have transition with your successor Develop a coaching system Lack coordination in the group Fail to organise the knowledge Ignore the importance of transition

HR Cycle 5: Farewell and Alumni Farewell? The conclusion of a member’s or an officer’s active involvement in ELSA. Alumni? The former active members and officers of ELSA.

HR Cycle 5: Farewell and Alumni FAREWELL Why? To mark the end of the active ELSA career of members or officers. To encourage them to continue getting involved as experienced individuals. How? By providing certificates of appreciation and participation. By organising Farewell events or parties. By promoting the idea of them staying close as alumni.

HR Cycle 5: Farewell and Alumni ALUMNI Why? To benefit from the experience and expertise of the Alumni. Practically why? To motivate new members and officers. To transfer the knowledge they have gained. To provide academic and professional contacts. How? By welcoming them to attend NCMs, LCMs and transition. By inviting them to address ELSA events (e. g. as speakers). By organising social events or receptions for alumni. By encouraging them to deliver trainings or join the trainers’ pool of your group.

HR Cycle 5: Farewell and Alumni ALUMNI How to keep in contact? By creating an alumni database. By keeping them informed about your events and activities. By meeting with them in person. By inviting them to join your projects or social gatherings. What’s in it for them? Social and professional contacts with new members and officers. Networking opportunities with other alumni. Experience the ELSA Spirit from time to time.

Implementation International Level National Level Local Level

Implementation: International Level Purpose To raise the awareness of the HRS throughout the Network. Means § Promotion of the HRS in workshops during international meetings and coaching visits § Supervision of the implementation of the HRS in the Network § Evaluation of the HRS Responsible § Secretary General of ELSA International § Person/people appointed in charge Resources of Human

Implementation: National Level Purpose To have an effective and up-to-date national HRS according to the standards set in the HRS of ELSA. Means § Promotion of the HRS to the Local Groups in workshops during national meetings and coaching visits § Supervision of the implementation of the HRS in the National Network (using Skype meetings, evaluation, etc. ) § Guidelines and advice by ELSA International § Appointment of a Director for Human Resources on national level Responsible § Secretary General of the National Group § Director for Human Resources of the National Group (if appointed)

Implementation: Local Level Purpose To have stable and active Human Resources as a basis for the Local Group. Means § Step-by-step implementation of all HR cycles thoroughly § Guidelines and advice by the National Group § Appointment of a Director for Human Resources on local level Responsible § Secretary General of the Local Group § Director for Human Resources of the Local Group (if appointed)

Evaluation of the HRS When ? Every year Ø At every International Meeting Spring Council How? ü Presentation of the data collected by the most recent State of the Network Inquiry in front of the Council ü Evaluation of the data at the IM Workshop Every three years Ø After the International Meeting Spring Council How? ü Evaluation report presenting the timeline of the data collected the three last years ü By the Secretary General of ELSA International or the person/people Why? appointed in charge of To measure the effectiveness of the HRS. Human Resources To make changes and adjustments for further improvement.

For further information, advice or clarifications, please contact: The Secretary General of ELSA International at secgen@elsa. org, The Human Resources Team of ELSA International at human. resources@elsa. org.