THE ROLE OF THE MANAGER IN THE DEVELOPMENT OF HUMAN RESOURCES IN SPORTS ORGANIZATION

The importance of managerial influence in human resource development (HRD) is acknowledged, but there is still a lack of research showing how managerial capacity to develop employees affects the performance of sport organizations. The aim of the study is to determine the role of the manager in the human resource development of a sports organization from the employees' perspective. Methods. A qualitative study was conducted. It involved 7 respondents (5 coaches and 2 administrative staff) from a sports organization. The research aimed to find out about the leadership of the organization's manager in employee development, his communication and feedback, the general attitudes of the manager and the personal contribution of the manager to employee development. Results. The results of the study showed that the manager of a sports organization is actively involved in the development of the employees. The head of the organization is actively involved in the development of the staff. Respondents mostly described the manager's leadership as democratic, but noted that his leadership style is also autocratic, which allows for clear control and effective decision-making. Communication with the manager is viewed positively as open and supportive, but at the same time, employees miss more proactive communication and more frequent and specific feedback. Although staff are encouraged to learn, there is no systematic way of testing or sharing their learning and development objectives are often self-determined. It was also found that employees are partially involved in the organization's decision-making – suggestions are encouraged, but their actual impact depends on the situation and the manager's decision. Conclusion. The sport organization manager plays a key role in human resource development: his/her leadership, personal example, supportive attitude towards continuous learning and ability to create an empowering environment lead to the professional development of staff, the strengthening of the organization’s culture and the overall advancement of the organization, although there are still some areas for improvement, such as feedback and the promotion of the sharing of knowledge.