Discuss aboout the Human Resource Management Planning of The Fitness Centre.
Bounce fitness is one of the most famous fitness centers in Australia. It is made up of four fitness centers, spread throughout Australia. This BSBHRM602 assignment task presents the human resource strategic planning of the fitness centre, along with focusing on the environment analysis, identification of the future labor needs. The new technologies that could be implemented and its impact on the job roles have also been highlighted.
The mission of the bounce fitness lies in serving the community with unique healthcare services. The fitness centre is dedicated towards offering comprehensive and distinctive services to the society. The employees are motivated to work diligently to ensure that the services provided are of high quality. Bounce fitness is committed to establish them as premiere fitness centre (Armstrong & Taylor, 2014). The employees are empowered to ensure that creative acquisition and efficient use of the resources. The values of Bounce fitness centre include the following:
Integrity: The employees of the fitness centre ensure honesty in the services that they provide and ethical issues are taken care.
Teamwork: The fitness club is committed to empower the internal teams as well as the members to achieve their mission and vision.
Quality: Bounce fitness centre ensures high quality service being provided to the members.
Accountability: The fitness center is accountable for the behavior of the employees and ensures a healthy and positive culture.
The human resource responsibilities of the Bounce fitness centre includes learning and development of the employees, management of the performance of the employees, appropriate remuneration, selection and recruitment of the most appropriate employees, as well as succession planning (Verbeke, 2013). The various reviewing of strategies that the human resource team needs to ensure includes review of the policies and procedures. The review of the existing strategies is essential for further success of Bounce fitness centre. The new strategies adopted needs to be promoted to the members, such that customers could be attracted with the new strategies.
The analysis of the external environment is necessary for Bounce fitness center in order to identify the emerging trends in the market that are likely to have a strong impact on the human resource management of the Bounce fitness centre. The environmental analysis includes the revision of the compensation of the employees of Bounce fitness centre, following the market trends. Moreover, in order to stay ahead in competition among the fitness centers, various innovative schemes are to be designed and implemented (Fee, 2014). The legislations such as the equal employment Act, Work health and safety Act needs to be implemented by the organization, to be legally safe and achieve a competitive edge.
The employees of Bounce fitness centre is mainly three types, full time employees, part time employees and temporary employees. The full time employees work for 38 hours and are eligible for various benefits such as financial benefits and insurances. The part time employees work for at least two hours, but less than 38 hours. With the expansion in the business of the fitness centre the need for increase in the number of permanent employees have been realized. In order to fulfill this labor requirement, new recruitments need to be made.
The new technology that needs to be introduced includes the ease of data storage and retrieval. An efficient data storage and retrieval process could be introduced to efficiently manage the increase in the number of members of the fitness club. However, with the new data storage system, the job roles might be affected. The managers need to be well versed and experienced to use the data storage system, efficiently. Thus, additional training might be needed or recruitment of new personnel could also be done, who have the required skills and knowledge.
With the emergence of new technology, potential changes that might be brought to the fitness centre include wide se of social media. This could be used for promotion of the new schemes being launched by the Bounce fitness centre.
Developing a strategic plan is important for any business. Each business organization has a unique way of developing a strategic objective that is best suited for the organization (Budhwar & Debrah, 2013). Development of a strategic plan includes reviewing the existing plan and identifying areas that need improvements. The objectives are as follows:
The human resource provision of services includes internal HR provision as well as external HR provision. Recruitment of the employees could be of two types, internal as well as external. External recruitment includes appointing personnel from external sources who has the required skills and knowledge (Cameron, Marcella & Lockerbie, 2015). Internal recruitment includes incorporation of training programs such that the existing employees are competent enough to be promoted for the next level (Chang, 2016). These are some of the human resource services and cost benefit strategies that could be implemented. To ensure fulfilment of the organizational goals, the employees need to be trained such that external recruitment is not carried out. The expertises could be obtained internally.
The use of appropriate technology is essential for the Bounce fitness centre. The advancement in the technology includes use of high quality fitness tools and machines. These are essential to achieve a competitive edge in the high competition market (Robertson, 2014). Moreover, automation of various fitness tools needs to be installed.
The strategic human resource plan includes assurance that the human resource team meets the strategic goals that have been set. It is important to monitor, whether the right people, having the right skills have been appointed to the right positions (Scholes, 2015). The human resource plan needs to ensure that the social, political, economical, as well as legal factors have been considered (Rothaermel, 2015). Flexibility as well as adaptability has to be maintained by the organization. The employees of the Bounce fitness centre have to be appointed such that they have the required skills. Moreover, flexibility in shifts among the employees is also desirable. Local as well as national legislations have to be abided by the Bounce fitness centre, avoid legal complexities.
Risks are inevitable and integral part of any business. However, the management of the potential risks need to be done, such that the risks could be mitigated or curbed down (Sadgrove, 2016). The various risks for Bounce fitness centre involves rise of new competitors with improved fitness equipments. Moreover, lack of skilled employees is also a potential risk that might hinder the growth of the fitness centre (Sparrow, Brewster & Chung, 2016). The risk assessment plan includes an emergency plan that needs to be communicated before the emergency occurs. Moreover, the risks of manual handling have to be mitigated such that accidents due to manual handling could be avoided. In order to ensure this, the fitness equipment needs to be checked from time to time, and ensure that they are in proper working condition. The risks of accidents with old and outdated fitness machineries need to be mitigated.
In order to implement the plan, it has to be reviewed several times before the changes are made to freeze (Gollenia, 2016). The plan is then communicated to the necessary people and implemented. After implementation, the necessary changes are made to further modify the plan. In order to implement the plan of introduction of new machineries, modern fitness machineries are to be installed. New schemes for customers should be implemented.
Human resource management is an essential activity for any organization and has to be taken care by the human resource team. In the given case study of Bounce fitness centre, the human resource strategic planning is important for achieving competitive edge. Human resource plan, along with the implementation plan and risk management plan has been made, such that the business might flourish and customer retention could be achieved.
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Budhwar, P. S., & Debrah, Y. A. (2013). Human resource management in developing countries. Routledge.
Cameron, R., Marcella, R., & Lockerbie, H. (2015). International Comparative: Skill needs of gas industry in UK and Australia. In 29th British Academy of Management Conference 2015: The value of Pluralism in Advancing Management Research, Education and Practice (pp. 8-10).
Chang, J. F. (2016). Business process management systems: strategy and implementation. CRC Press.
Fee, M. C. (2014). Human resources management.
Gollenia, L. A. (2016). Business Transformation Management Methodology. Routledge.
Robertson, S. (2014). Time and temporary migration: The case of temporary graduate workers and working holiday makers in Australia. Journal of Ethnic and Migration Studies, 40(12), 1915-1933.
Rothaermel, F. T. (2015). Strategic management. New York, NY: McGraw-Hill.
Sadgrove, K. (2016). The complete guide to business risk management. Routledge.
Scholes, M. S. (2015). Taxes and business strategy. Prentice Hall.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.
Verbeke, A. (2013). International business strategy. Cambridge University Press.
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