Assignment 2
Introduction
Some things keep it thriving in any organization through all forms of competition in the market. The management usually has a task of ensuring that an organization sustains the competition and continuous provision of services. A company’s management should make sure that the employees are self-motivated through the engagements they involve them. The administration should, therefore, identify what the staff needs and provide them efficiently. For example, giving incentives is an excellent secret to the success of a company. When the team lacks the morale to perform all the assigned tasks, there might arise unnecessary internal fields. Nevertheless, effective communication between the management and the rest of the staff members is essential to avoid misunderstanding, leading to its downfall. Therefore, the managers have specific roles that they ought to undertake to ensure that the company thrives all along.
Analysis of Staff Needs
Analysis of the requirements for a job to be done is one of the primary roles that a manager needs to always keep in mind. They should understand everything required by the employees to ensure all the assigned tasks run without inconveniences. The management’s objective is to ensure that duties are assigned to the correct number of people and that those set give their best effectively and efficiently. Knowledge of the company’s mission and vision, the suitable ranges of salaries depending on the chosen benchmarks for industrial fitness, and the entire market place is essential to attain these objectives. Benchmark categories of wages and salaries involve comparing similar and various types of clubs depending on the jobs with similar hours, tasks and the comparative benefits. A good understanding of the wages, salaries and any other form of compensation that the opponent clubs provide to shape an offer motivates quality contestants. Such information is crucial for evaluating the past, current and the predicted trends in the future so that they are planned for, and action is taken to work on them.
For the analysis of the staff’s needs, the management should seek to address the following questions.
What number of people need to be hired for the job to be completed? Staff-member employee ratios are supposed to be analyzed from a legal, customer or productivity standpoint. For example, what the law requires to ensure a balance between the staff and the employees.
What is the right marketplace comparatives per hour depending on the position of the wages?
In a given market, what is the availability of skilled and unskilled labour force? The level of skill in the market determines the quality of the job done at the end of the day. When the worker lacks competently skilled, they may poorly do the job.
What is the effect of the questions above on the selected market position of wages for a particular job to ensure that qualified contestants are fascinated?
The needs of staff, however, vary from time to time. An employee may go for an offer in another organization or an advanced opportunity or even decide to terminate the request depending on the company’s performance or in case of reorganization. If the company’s terms and conditions do not seem to favour them like before, they may leave that company for a different one. Attritions are vital factors in the behaviour of employees. For instance, the more workers leave a specific company, the higher the rate at which members depart. Therefore, the hiring power and sustenance of quality employees are essential to an athletic or health club’s success.
Newly selected employees via an efficient recruiting system and hiring process can benefit the club. The services include the following:
Newly employed individuals used a different form of approach to the challenges they face. They use a more refreshing manner, bringing new ideas that help resolve problems and new energy.
When the employees seek opportunities in other organizations, it is a healthy indicator of a stable business where further improvement may be a limiting factor due to long-tenured and competent employees.
Organizational turnover can indicate the evolution of quality employees from moving out of a position into a different one, which, is more responsible, creating a need for personnel.
Seasonality of requirements may also lead to a need for new employees regularly.
Creating a Job Description
In recruiting and hiring new members, the job description is fundamental because it is via job description that you get the appropriate personnel for a specific job. It is the starting point to ensure the quality of candidates. However, these general job descriptions and particular responsibilities should create particular questions that determine a candidate’s ability to deliver the performed tasks.
For proper creation of job description, the type of questions designed for a particular job to reveal the competence of a contestant includes the following:
Describe your personal life you were able to provide excellent service to customers. During then, what staff characteristics did you identify with having created the excellence of service?
Describe a business that you feel they have a reputation for the provision of exemplary service to customer. Please explain why you think the credit is due for them.
What are some of the articles you have read that deal with the provision of service to clients?
Supposing you were the coach of a new cohort of the club, what would you refer to as critical elements of answering a phone call? Do not forget to include how you would instruct them to approach a situation whereby a member is signing up for a program at the relevant places when a phone rings and is the only one available.
Describe instances of defined behaviours that front-desk personnel could display to show customers’ highest level of service.
The following is the job description described for our athlete club coach.
Qualifications
The candidate should be a competent person with good communication skills and accommodate the various employees they work with.
All contestants should have experience of three years in the athlete industry. They should provide evidence of the achievements they have made in the recent past.
Should have special skills that help in the growth of our organization.
He or she should have a certificate from a recognized sports institution in the country.
Performance Expectations
The candidate should give the best and ensure that they are assigned to shines in the specific fields they contest. It is vital to ensure that the candidate works towards attaining the goals of the institution.
Management Support Structure and Number of People to Supervise
The organization’s training internally and externally should be appropriately addressed for healthy growth. Ensuring the suitable chain of command and effective communication is very important for the management.
Personal Appearance
During coaching time, everyone should be in proper attire. No garments that endanger the rest of the colleagues. The coach should ensure that the employees do not carry jewellery or body piercing to the training ground.
Physical Requirements
All the participants should leave their excess weight in the weight room. It is suitable for personal fitness.
Compensation programs
Programs are essential to keep and attract quality talents in an organization.
The company will provide hourly pay for the employees and overtime pay for all the employees. For any impromptu meetings, every participant will be entitled to a wage depending on the length of time they work and the type of task assigned to them. Our organization will pay $30 per overtime hours. The token is to ensure compensation when someone could be doing something else to supplement their salary. In providing incentive compensation plans, there are steps to follow.
- Approximating the amount payable- it involves the amount in the form of dollars and as compensation percentage. For instance, the annual budget is $ 1 million in the revenues, while the operating benefit is $150,000. The club’s operations manager salary is $30,000 eligible for a 10 per cent bonus. The bonus would is included in the budget.
- Determination of the payment’s timing- when the price is shorter, the staff remains focused.
- Making it simple- the method used to determine the bonus should not be a complicated one.
- Make it within the participant’s control- a motivational program has to involve the staff, influencing the outcomes.
- Make it self-funding- all the incentives should be self-funding.
Staff Training and Assessment of Training Costs
Offering training to employees is beneficial to the organization. To ensure the proper training is being provided to our employees, we will focus on the following areas. These training programs should be beneficial to the company. The structure should weigh the positive and negative outcomes before considering a program.
Identification of the need- the management should identify the need for training to ensure that it benefits the company. Note that exercise might not be necessary all the time. Before initiating such programs, the management should first assess if there are enough funds to facilitate them. Identifying the fulfilment of the program to the organization is essential.
Quantifying the results-, it includes listing the expected outcomes of the training program provided to the staff. It is advantageous the more the results are quantified.
Addition of quality results- the job training should prepare the employees for the next rung on the company ladder.
Listing the costs- these include hiring the trainers and the cost of workers’ time in such seminars.
The addition of training to the human resources system is imperative to collect the metrics needed for assessing the returns from the investments incurred.
However, the following factors should be considered- specific skills from the program, member retention, customer service, leadership, grassroots marketing and cross-training. Wise choice of topics for discussion is also critical in training. The entire training process requires a proper strategy that leads to positive results.
Assessment of training costs, however, includes budgeting for the following.
Training materials, electronic equipment, meals and refreshments, audiovisual aids, support materials for the follow-up.
Role of a manager in Staff Performance
As mentioned earlier, the role of managers in an organization is critical. The central part of the manager is to plan, organize, direct, and control. The manager should be scheduling and directing a person towards attaining the set objectives. The roles of a manager are related to those of a coach. For instance, if everyone understands it, the game plan is the right players in the right team and the right place? He or she should know if the players know what is required of them, and how they could measure the employees’ performance, whether players are given feedback during the game to understand what they are doing, and any change the manager should be aware of
A manager should succeed in the success of others. They should be able to determine the identity of a facility. They should also assess their strengths and weaknesses. For example, he or she should ask themselves, what makes things make our company famous? The manager should initiate programs that aim at improving the performance of the employees. They can do this by providing incentives and compensation to the workers. A manager must recognize and embrace the efforts of every member. They should be able to address performance problems within the employees. Every communication should be made clear and in a manner that every person understands.
Reasons for Termination
Getting employment usually does not always that a person will stay there forever. At some points there arises a need for the termination of a job, which, will be determined by an employee’s performance or a personal choice. An employee might decide to terminate their employment due to various reasons. Such reasons include misunderstanding with the management, an opportunity from a different organization or health complications. Before termination of an employee, they should assess if an employee has been able to make the position’s expectations clear, whether they have provided the necessary training necessary for the person to perform the task if that person was in the correct position. Before the final decision, the employer should ask themselves questions like, did an employee have a chance to explain? Whether the expectations were made clear to the employee regarding policy, performance and standard. The last step to the termination of the employee involves meeting with them. During such sessions, the employer should keep it brief since it is not a discussion. Please get to the point and inform the employee of the reason you called in for them. It is also essential to ensure respect and empathy for the employee. However, termination is never the outcome desired in any organization, but sometimes it is inescapable.
Conclusion
For the success of an organization, every person should take their responsibility to the fullest. The management must monitor the tasks and responsibilities of different people in the organization. Compensation programs are crucial in the organization to ensure that all the employees feel motivated. This way, they work towards attaining a common goal set for the organization. For the company’s success, all the staff’s needs should be analyzed and considered to ensure that there is a basis for working together. Every activity initiated by the management needs a strategy, and it should aim at the company’s success. Therefore, managers should have a good work plan that does not lead to losses. Every program should empower the team in all aspects by providing them with the necessary skills. An employee might not meet the expectations of the employer. When this is the case, the correct procedure should be used to terminate their contract. The employee who needs to quit willingly should also inform the employer to plan and adjust the system. Shortly, management is the key to any organization’s success, and the things they do should cut across every person. They should make the right decision anytime they undertake an activity.