Manage Human Resources Strategic Planning

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 (Rothwell & Kazanas, 2003). 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 (Steiner, 2010). 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. To reduce costs and enhance productivity, Bounce Fitness has integrated both the Corporate and Human Resources strategic plans.

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 (Steiner, 2010). 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 (Rothwell & Kazanas, 2003). 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 (Steiner, 2010). Bounce Fitness is a provider of high-end management programs through the cost reduction on health programs for employees’, thus increasing productivity which spills over to employees rendering quality services to the customers. Several ways are followed at Bounce Fitness to acquire the much-needed human resource; outsourcing recruitment services, hiring graduates, and use of casual labor among others.

Impact of New Technology

            Technology enhances productivity thus bringing a positive impact to Bounce Fitness. 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 (Rothwell & Kazanas, 2003). Technology reduces the number of employees in the Bounce Fitness and enhances a better mode of practice at work. When using technology the chances of errors are minimal and improves skills.

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 (Rothwell & Kazanas, 2003). 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 2: Planning and Consultation

 Process Required Consulting with the Centre Manager

To consult with the Centre Managers there are numerous views and concepts to be considered regarding how Bounce Fitness works (DeCenzo et al, 2016). 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.

Gaining Agreement on Philosophies, Values, and Policies

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.

 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

 Options for Achieving Objectives and Targets

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.

Risk Management Plan

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. Several subordinates are supposed to perform accordingly and contribute following their sphere of expertise (Steiner, 2010). 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 (Steiner, 2010). 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 (Rothwell & Kazanas, 2003). These components are necessary all through from development of the plan to reviewing the plan

Plan for adapting for circumstance changes

Organizations are prone to changes that push the management to consider changing what used to be the norm. This will affect the usual schedule of events, if the organization fails to heed the changes then the firm is faced with collapse. Plans to conform to the changes need to be planned with the aim of changing the strategic plan which will help the firm to come up with a recovery plan. These plans seek equivalent or better solutions inform of systems and methods adopted so as to be cost-effective.

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 involves carrying out a feasibility study of the recommended objectives aimed to understand the nuances of the eventual 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 (Rothwell & Kazanas, 2003). Identification of the device is effective for the unit to endure as it eliminates hazardous parts. On that note, the senior management team needs to keep track of the progress frequently to report the potential stakeholders who are supposed to invest in the project. Finally, the process of evaluation could appear mental making it challenging to perform as the absolute objectives are regularly vague to understand.

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. After engaging the Center Manager regarding strategic planning, a conclusion was drawn that human resource strategic planning articulates the better ways in appropriate areas. Several ideas were drawn from the role-play to enhance planning regarding the hiring process that will be of great importance to the firm’s growth objective.

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.

Furthermore, emerging trends about staffing have been discussed so as to have a grasp of future changes in the market and understand customer needs as well as adopting the required technology and expertise that might cater to the subsequent trends (Rothwell & Kazanas, 2003). 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

DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of human resource management. John Wiley & Sons.

Rothwell, W. J., & Kazanas, H. C. (2003). Planning and managing human resources: strategic planning for human resources management. Human Resource Development.

Steiner, G. A. (2010). Strategic planning. Simon and Schuster.

Appendix One

Form of communication

Memorandum

MEMORANDUM

[Date]

TO:                 Centre Managers

FROM:           Director, Department of Human Resources Development

SUBJECT: Practices to Handle Employee Information in the Workplace

The aim of this memo is to give direction to center managers on the ideal practices in regard to handling employees’ personal information.

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.

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