BSBHRM602 – Manage human resources strategic planning
Introduction:
Bounce Fitness is composed of four fitness centers which were started in 2001 by Margaret House as a unitary aerobic studio with its headquarters located in Cairns, Queensland. The headquarter oversees the business function of all centers. There are other centers located in Sydney in New South Wales and Melbourne in Victoria. The Board of directors plans to open a new center to be located in Perth in Western Australia. Each center has a manager who reports to the CEO, and a team of permanently engaged and casual fitness instructors all who report directly to the Centre Manager
Human resource strategic planning involves the process of helping identify current and future needs of human resources needed by an organization to meet its goals and objectives. Strategic planning on staffing involves various activities e.g. benefits, laying down policies regarding; compensation, training, and development of staff, benefits, retention, and working conditions and safety among others. In this case, Bounce Fitness’ Corporate Marketing Plan in Brisbane has been integrated with the Human Resources Strategic Plan to enhance staff membersand reduce cost by innovative thinking in the wellness program
Task One: Analysis and Forecasting
Strategic Plan Review
In Human Resources Strategic Planning entails analysis of the entire needs of Bounce Fitness to meet the laid down objectives as the business operates. Having been started in the year 2001 to improve the healthy wellbeing of people, proper marketing is needed to penetrate the market and meet sustainable growth.
Human Resource Strategy should focus to increase the number of staff and reduce costs to manoeuvrer the market with ease and meet the goals of the wellness program. This planning helps in accessing and assessing the human resource capacity needed and entails and analysis of the gap of the engaged staff members at the time of running of the business. The staff member’s role is to meet organizations set goals and objective and the organization should meet set targets like employee training and development, planning for succession, performance management, retention and engagement among others and the human resource should focus on this targets to achieve its contribution to the corporate strategic plan of Bounce Fitness.
Trends that Impact Employees
For effective running operations at Bounce Fitness, it is important to consider the environment that the organization operates and any regulations changes that might affect the organization especially the Human Resource. Below is a snapshot of a few factors or trends that may impact on staffing at Bounce Fitness;
Political Factors on Employees; this includes tax policy, employment laws, political stability, and Trade restrictions and reforms among others.
Economic Factors on Staffing; this includes state of economic growth of the country, prevailing interest rates, minimum wage rate.
Social Factors on staffing; includes, careers attitudes, population growth, age distribution, and cultural norms among others.
Technological Factors on staffing; includes social networking and the internet that provides other forms of advertisement to attract customers.
Environmental Factors on Staffing; this outlines the role played by the business in maintaining the ecological system and waste management as Bounce Fitness operates.
Legal Factors on staffing; Bounce Fitness should follow all legislations and regulations required in their operations like taxation, employment, and access to materials that provide information on the regulatory changes.
Impact of Trend on the future of staffing
The Bounce Fitness requires proper staff members that help to carry out the fitness program. The recruited staff members could be performed by human resource management for enhancing a better mode of operations of a business. Bounce Fitness is providing the customers with a high management program through the cost induced in the health care for the staff members that could increase high productivity among the employee and reduces the cost in the overall business. The Bounce Fitness provides high benefits among the consumers through the dedicated staff members. To obtain this staff member there includes the various process that forms with the hiring casual labor, outsourcing, hiring new graduates, using contractors, and employing of workers in the offshore. This process needs to focus on HR to provide a high impact on the Bounce Fitness through better staffing in the future aspects.
Impact of new technology
The use of technology provides a positive impact on Bounce Fitness and enhances high productivity. The entire operations could be carried out easily using advanced technology with the help of dedicated staff members. The entire working among the newly recruited members could be understandable and the completion of the activity becomes very less. Technology reduces the number of employees in the Bounce Fitness and enhances a better mode of practice at work. The chance of error becomes less from the use of technology and enhances a better skill.
Recent or forecasted changes on Legislation
In the recent past, there have been changes in legislation that provides high impact on staffing facilities. These include; workplace bullying, sexual harassment policies, leave on shared parental, contracts on zero-hours, and leave on adoptions. The legal aspects need to be adhered to by the management and staff members to ensure effective and efficient operations. The business should train HR Personnel on new legal, policy, and procedure changes.
Task Three: Implementation
Working with others to implement the Strategic Plan
The general manager of Bounce Fitness needs to incorporate several other designated subordinates to ensure the seamless distribution of associated tasks. The several subordinates are supposed to perform accordingly and contribute following their sphere of expertise. On that note, it is an imperative task to retain a collaborative spirit and workplace ambiance to ensure the successful performance of the underlying tasks. To secure the tasks and performance standards, these subordinates and the potential participants of the plan need to pertain a transparent understanding and insight regarding their job roles and concurrent assigned tasks.
The HR managers are supposed to pose the entire outline of the respective plan while demonstrating the internal nuances of the same. Furthermore, they need to be sincere and critical regarding the allocated time for each of the underlying tasks. Moreover, they need to possess prudent accountability regarding budget constraints. The Line Managers are supposed to retain the synchronization of the tasks and the appointed subordinates. Senior Managers are supposed to supervise the entire workflow. Employee representative groups are supposed to listen to the opinions and the underlying issues of the employees and subsequently propagate them to the general and senior managers and several other relevant authorities.
While reviewing and monitoring the progress of the respective plan, the supervisor needs to ensure whether the advancement of the tasks is happening accordingly. Moreover, it can be an essential criterion to adhere to the respective budget schedule. To facilitate that, several financial forecast frameworks can be employed to discern the origins of the loopholes that are preventing the entire plan to function accordingly. This will further endow the monitor with an insight to anticipate the potential obstacles that are vulnerable to come in the way of the progress.
Methods used to Monitor and Review Plan
These components are necessary to monitor and review strategic plans; resources, structures, people, culture, and systems. These components are necessary all through from development of the plan to reviewing the plan
Plan for adapting for circumstance changes
Changes are prone to occur in the organizational premises and sometimes they are potent enough to encourage the respective management for considerable alterations of the preordained schedule and the absence of circumventing mitigation plan might result in the entire unit to succumb. The plans of mitigation need to be shaped by the desire to alter the orientation of the prevalent organizational strategic plan that can enable the unit to devise the requisite recovery plan. In most of the cases, the plans seek equivalent alternatives that typically comprise of better system and methods and indulge the installation of cost-effective technological expertise. The changes can be frequently posed by the legal authorities as well as the industry that the respective unit owes a lot from. Furthermore, a significant change in the legislative principles of compliance can cater to the cause of mitigating the change. Most of the Foreign Service providers such as the outsourcing agents can also cater to the cause of change and the HR plan needs to be adaptable enough to eliminate it immediately. Moreover, sudden and unexpected illnesses might introduce a significant factor that might cater to the cause of change.
Evaluation of Performance Generated from Set Objectives
An absolute review of the HR plan is extensively considered as the final phase of the implementation of the strategic plan. This typically includes the feasibility check of the proposed objectives to apprehend the accuracy of the nuances of the ultimate objectives. To pursue the essence, the assessment of accomplishment is essential since the unit requires to develop the capability to cope with the potential impacts of the change (Armstrong & Taylor, 2014). In this course, the identification of the devices might appear effective for the entire unit to survive since it inherently eliminates the hazardous components. On that note, the senior management team needs to keep track of the progress regularly to report the potential stakeholders who are supposed to invest in the project. On the concluding note, the process of evaluation might appear non-corporeal and challenging to perform since the absolute objectives are often vague to comprehend.
Task Four: Role Play
After participating in the fifteen-minute role play as a group in the major role of the General Manager in the Human Resources in the company. There are various ideas and opinions concluded after talking with the Centre Manager regarding the strategic planning in the human resources formulates the better forms in the appropriate areas. From the role-play, with the students, various ideas could be easily concluded to enhance a better mode of planning regarding the recruitments process that would help in the further growth of the firm.
Conclusion
The major pre-requisites of human resource strategic planning of Bounce Fitness have been critically analyzed to implement it accordingly. This analysis has focused on strategic planning to propagate in absolute terms the goals and objectives of the firm and the potential effect on staff members and other stakeholders. This includes advancing the importance of human resource capacity while planning and identifying HR requirements for Bounce Fitness to achieve its goals and objectives.
Moreover, the emerging inclinations of the staff and the potential subordinates have been extensively discussed to anticipate the leading market trends and customer demands and install requisite technological and other expertise that might cater to the subsequent urges. The findings of the corresponding pursuit have been further analyzed in terms of the PESTLE framework. On that advent, the subsequent impact of the technological and other experts on the assigned job roles has been deciphered to evaluate the benefit of that installation against the invested costs. Substantial effort has been allowed to analyze recent and forecasted legislative changes that might affect the entire unit and the designated subordinates. At the final phase of the recurring study, the associated tasks are regularly monitored to report the potential stakeholders.
Reference
Appendix One
Form of communication
Memorandum
MEMORANDUM
[Date]
TO: Centre Managers
FROM: Director, Department of Human Resources Development
SUBJECT: Best Practices for Handling Employee Information in the Workplace
The purpose of this memorandum is to provide direction to executive branch departments on best practices regarding the handling of employees’ personally identifiable information (PII) and personal health information (PHI) in the workplace.
It is our shared responsibility to safeguard against the inadvertent exposure of PII and PHI, as defined under our laws
Executive branch departments are advised to incorporate the following practices into their internal policies and procedures:
- Adopt internal protocols to ensure only authorized staff view and/or handle employee protected information, e.g., human resources (HR) personnel and direct supervisors.
- Secure employee PHI in hard-copy form during physical transit; documents containing PHI must be placed in an envelope labeled with the employee’s name and marked “Confidential.”
- Cease the practice of attaching doctors’ notes to leave request forms (e.g., G-1 forms), except when required for family and medical leave and/or workers’ compensation records maintained by authorized HR personnel. Alternatively, it is generally sufficient for the direct supervisor to verify that a doctor’s note/certificate was presented by the employee
Should you have questions regarding the policy [Insert Policy Number], please contact [Insert Contact].
CC: CEO
Appendix Two: Cost-Benefit Analysis of Outsourcing vs Internal Department