3.0 Develop the human resource strategic plan

3.1 Process required to consult with the Centre Manager

To consult with the Centre Managers there are numerous views and concepts to be considered regarding how Bounce Fitness works. Highlighted below are the opinions and ideas contributed by the managers for better results in human resources:

Roles and responsibility: Management should exhibit due diligence in allocating roles and responsibilities to their staff members.
Required Skills and knowledge: The manager needs to discuss the knowledge and skills required of the staff working in the Bounce Fitness. This will determine the productivity required to enhance a better mode of operations.
Working hours: Working hours of staff members should be consulted with the Centre Manager to ensure the efficiency of the operation0 Develop the human resource strategic plan

Several approaches were applied during the consultation, which included group members presentations, video conferencing, and face-to-face discussions. Bounce fitness can also apply the same approaches to consult with their manager to enhance a better mode of operations in the business. The human resources department should apply the face-to-face method to consult with the center manager to enhance better planning as it is considered the most appropriate approach.

3.2 Process on the gaining of the agreements on the policy, values, and philosophy.

The gain of agreement on the policy, values, and philosophy helps in attaining the predetermined targets and objectives that are expected in areas of development such as equality in employment opportunities, job analysis, human resources information system, and employee retention. Bounce fitness needs to implement policies, values, and philosophies that will enhance high productivity. The philosophy advocated in the human resource management is the top management leadership styles. The advanced leadership requires modern management approaches in HR to develop a better working environment in the Bounce Fitness. Gaining of philosophy, values, and policy takes a long time. The philosophy belongs to the informal process and provides high respect on the value at the same time implements the opinion of stakeholders.

3.3 Strategic objectives and targets for the agreed plan

Various objectives and targets required to meet the plan objectives should be formulated as follow:

Staff retention and succession planning: Human resource Management should set a well laid down succession plan to ensure smooth running as well as a staff retention plan to avoid high staff turnover that could lead to operations inefficiencies in the fitness business.

Recruitments and selection: To meet the strategic objectives and targets, the HR management needs to recruit the appropriate staff members who will enhance productivity.

Human resource information system: A sophisticated software should be installed for efficient management of the human resources in the human resource department

3.4 Selection of two options that meet the target and objectives and discuss the cost benefits required in the business units.

The two options are outsourcing and internal provision. Outsourcing includes seeking consultant services, which is more costly than using an internal HR department’s services as shown in attached in a cost-benefit analysis in appendix 2.

3.6 Discuss the plan in the risk management that provides support in the strategic human resources plan.

Events: What could happen	The entire recruitments process could not be managed by HR.
Probability: Chances of happening	There might be high chances of improper recruitments and selection due to the lack of support.
Impact: Impacts happening	There might be a high impact that arises in the company.
Mitigation: Reduce the chances of probability	This could be reduced through the support provided by the strategic human resources plan.
Contingency: Reduce the impacts of happening	The management needs to follow the planning and strategy required in the human resources departments.