2. People

Rugby organisations should recognise their people as their most important asset. They are the basis of the success and continuity of the organisation and are therefore vastly important. In rugby organisations, the people we have are, Board members, employees and a significant number of volunteers including players, coaches and match officials.

People should be identified as individuals, with their own personality, strengths and weaknesses, aspirations, values, attitudes and motivations. They should also be recognised as a resource due to their knowledge, experience, skills and abilities. They may also be recognised as capital as a result of their expertise. As a result, they may need to be managed:

• as individuals with personalised treatment
• treated as equals with standardised treatment
• and/or treated as a group, empowered with self-administration and versatility.

The effective management of people is crucial in creating the culture, soul and ethos within the rugby organisation. The following additional reasons outline the importance of effective people management:

• dispute resolution
• training and development
• value setting, creation and maintenance
• performance solution generation
• succession planning
• promotion of organisational ethos and image
• relationship creation, building and maintenance.

Individuals address the needs of the organisation with their skills, work, effort, commitment and time. The organisation addresses the needs of the individual with reward and remuneration, benefits, training, opportunity, security, and development opportunities.