Research On Human Resource Management Of Volunteers In Nanchang Marathon

Holding a marathon can not only show the city’s style in a very short period of time,but also inspire the masses to actively participate in sports activities and form a healthy lifestyle.Unlike other major sporting events,the marathon is a sport with high demands on staff and volunteers.Since its establishment in 2016,Nanchang Marathon has won the title of the bronze medal event of the Chinese Athletics Association and the characteristic event of the Chinese Marathon Red Culture for its excellent competition organization and enthusiastic service.In the China Athletics Championships,due to its increasing popularity at home and abroad,the Nanchang Marathon has become a “ gold medal event ” so far.This is the recognition and affirmation of the Nanchang Marathon,and it is also an important driving force for the sustainable development of the Nanchang Marathon.Based on the previous research results and combined with the practice of volunteer management in large-scale sports projects at home and abroad,this paper studies the issues related to marathon events and volunteer human resource management at home and abroad.The object,using the relevant theories of human resource management,divides the human management of marathon volunteers into five links: planning,recruitment,training,incentives,and job allocation（this Nanchang Marathon was postponed due to the epidemic,and it is difficult for the volunteers to take up their jobs.However,at present,the planning,recruitment,training,incentives,and job assignments of event volunteers have been basically completed,so this article will conduct research and analysis on these five parts）.Secondly,the author personally participated in the management process of the Nanchang Marathon,and conducted questionnaire surveys and interviews with volunteers and volunteer managers respectively.According to the data obtained from the survey,the data was statistically analyzed by SPSS and EXCEL software,and the following conclusions were drawn:The volunteers recruited are mainly students in the age group of 19-25,and the occupational composition of the group is relatively simple.Student volunteers lack social experience and emergency response capabilities.Volunteer managers are generally managers in the 19-25 age group with less management experience.Volunteers generally have service motives to “ enrich practical experience ” and “ feel the culture of competitions ”;“ propaganda through units or universities ” and “ propaganda through volunteer associations ” are the means of recruiting university volunteers and social volunteers.The main method of information;“ Lecture training ” is the main training method,and the main training content is “Marathon event introduction ”,“ Relevant knowledge of each volunteer service position ”and “ Volunteer service related skills training ”,and the training content can basically solve the problem.Question;the most satisfactory incentive for volunteers is the“ honorary certificate ”.Therefore,it is analyzed that in the human resource management of volunteers in the Nanchang Marathon,the details of volunteer management planning work are not perfect,the experience of management subjects is still inexperienced,the recruitment and selection mechanism needs to be strengthened,there are differences between incentives and needs,lack of incentives and waste coexist,and service positions and willingness are different.Differences,unreasonable distribution of these five problems.Based on the existing problems,it is proposed to improve the preliminary management planning of volunteers,enrich the management experience of managers,improve the recruitment and selection mechanism,expand the training methods of volunteers,make the training content and training methods fit,optimize the volunteer incentive methods,according to the volunteers.Suggestions on five aspects of adjusting incentive means and improving post allocation mechanism.