Task 1: Knowledge Questions - Read The Document ✓ Solved

Itask 1 Knowledge Questionsquestion 1read The Document 7 Hr Best Pra

Read the document “7 HR best practices” provided on Canvas under additional information. What roles Human Resources can play in the formulation and implementation of an organisation’s strategic plan?

If Bounce Fitness decided that in order to be effective it must develop high performing self-managed teams, identify common human resources practices that could be adopted to support this direction.

Read through The Fitness Australia business Principles and Guidelines and the National Fitness industry code of practice, provided on Canvas under additional information. List the types of emerging practices or environmental trends that could impact on Bounce Fitness staff.

What types of information would Bounce Fitness need to consider when predicting future labour needs? Describe strategies that could be used to agree on human resource philosophies, values, and policies with Bounce Fitness Managers. List options for sourcing Bounce Fitness labour supply and skill requirements.

Describe the benefits and disadvantages of using one of the following options for the provision of human resource services: external provision by a consultant or contractor, outsourcing the work to an external service provider, or allocating the work to existing staff.

How could new technology be used to support human resource plans for Bounce Fitness? Provide examples of risks that need to be managed in relation to a strategic human resources plan.

A) The use of technology provides a positive impact in Bounce Fitness and enhances high productivity. The entire operations could be carried out easily using advanced technology with the help of dedicated staff members. Communication among newly recruited members becomes clearer, and tasks are completed more efficiently. The use of technology reduces the workforce required and improves practices within Bounce Fitness.

The chance of errors decreases with technology, which enhances skills and accuracy.

Refer to the “Annual Strategic Human Resources Plan” documents for Bounce Fitness provided on Canvas under additional information. Name its key elements and requirements.

Sample Paper For Above instruction

Introduction

Effective human resource management (HRM) plays a pivotal role in shaping and executing an organization’s strategic plan. Specifically, within the context of Bounce Fitness, HR can serve various functions—from workforce planning to fostering high-performance teams—aligned with strategic objectives. This paper explores the roles HR can undertake, practices supporting team development, environmental trends influencing staff, methods for predicting future HR needs, sourcing strategies, the integration of technology, and key components of the organization’s strategic HR plan.

The Role of Human Resources in Strategic Planning

HR functions are integral to strategic planning by providing insights into workforce capabilities, identifying skill gaps, and ensuring the alignment of human capital with organizational goals. According to the “7 HR Best Practices” document, HR can facilitate strategic planning by conducting workforce analyses, promoting leadership development, and embedding HR initiatives within the organization's overarching vision. The HR department acts as a strategic partner by advising management on staffing requirements, designing policies that support organizational change, and fostering a culture that aligns with strategic objectives (Ulrich & Dulebohn, 2015).

Supporting High-Performing Self-Managed Teams

Developing self-managed teams requires humans resources to adopt specific practices. These include implementing participative leadership styles, providing ongoing training and development, and promoting autonomy among team members (Katzenbach & Smith, 2015). HR can also support this by establishing clear roles and responsibilities, encouraging open communication, and creating motivational incentives aligned with team goals. Recruitment practices should focus on selecting individuals with strong interpersonal skills, proactivity, and adaptability (Lencioni, 2016).

Emerging Trends and Environmental Influences

Reviewing the Fitness Australia business principles and the national fitness industry code reveals key environmental trends that could impact Bounce Fitness staff. These include technological advancements, such as virtual coaching and digital fitness platforms, which necessitate staff upskilling (ACSM, 2019). Furthermore, industry shifts towards personalized fitness services and increased health consciousness among consumers influence staffing needs, requiring greater specialization. Regulatory changes, health and safety standards, and demographic shifts also play roles in shaping staffing and operational practices (World Health Organization, 2020).

Predicting Future Labour Needs

To forecast future labor requirements, Bounce Fitness must analyze current workforce data, market trends, and projected industry growth. This involves assessing employee turnover rates, skills inventory, and demand for new services. Strategies for aligning HR philosophies include engaging managers in value-based discussions, conducting surveys, and holding strategic planning sessions to articulate shared visions (Armstrong & Taylor, 2020). Sourcing options encompass internal promotions, labor market recruitment, apprenticeships, and digital platforms for skills sourcing.

Sourcing Labour Supply and Skill Requirements

The organization can utilize various options, including local hiring, partnerships with educational institutes, and online talent pools. Identifying skill gaps enables targeted training programs or hiring to fill specific roles such as wellness coaches, trainers, or administrative staff (CIPD, 2021). Employing a combination of internal and external sourcing strategies ensures flexibility and access to diverse skill sets.

Provision of Human Resource Services

Providing HR services can be achieved either internally or externally. External provision by consultants offers specialized expertise but may entail higher costs and less organizational familiarity. Outsourcing to external providers can streamline services like payroll and compliance but may reduce control. Allocating HR work to existing staff promotes integration but risks overburdening personnel. The choice depends on organizational size, resource availability, and strategic priorities (Dessler, 2020).

Using Technology to Support HR Plans

Modern technology enhances HR planning through integrated HR information systems, applicant tracking systems (ATS), and employee self-service portals. These tools facilitate data management, streamline recruitment, and improve communication. For example, implementing cloud-based HR platforms can automate onboarding and performance management processes (Stone & Deadrick, 2015).

However, risks include data breaches, technology failures, and resistance from staff unfamiliar with digital tools. Ensuring cybersecurity, providing staff training, and selecting reliable platforms are essential to mitigate these risks (Cascio & Boudreau, 2016).

Key Elements of the Strategic HR Plan

Referencing the “Annual Strategic Human Resources Plan” document, core elements include mission and vision statements, workforce analysis, talent acquisition strategies, training and development initiatives, succession planning, compliance policies, and performance metrics. Additionally, alignment with organizational goals and resource allocation are critical to executing the plan effectively.

Conclusion

Overall, HR's strategic involvement is vital for Bounce Fitness to adapt to environmental shifts, develop high-performing teams, and leverage technology. A comprehensive approach employing various sourcing methods and a clear HR plan ensures sustainable growth and competitive advantage amid industry changes.

References

• Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
• Central Institute of Personnel Management (CIPD). (2021). Strategic HR Planning. CIPD Publishing.
• Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competence: From International HR to Talent Management. Journal of World Business, 51(1), 103-114.
• Dessler, G. (2020). Human Resource Management. Pearson.
• Katzenbach, J. R., & Smith, D. K. (2015). The Wisdom of Teams: Creating the High-Performance Organization. HarperBusiness.
• Lencioni, P. (2016). The Five Dysfunctions of a Team. Jossey-Bass.
• Stone, D. L., & Deadrick, D. L. (2015). Challenges and Opportunities Affecting Human Resource Management. Human Resource Management Review, 25(2), 139-149.
• Ulrich, D., & Dulebohn, J. H. (2015). Are We There Yet? What's Next for HR?. Human Resource Management, 54(2), 1-10.
• World Health Organization. (2020). Global Action Plan on Physical Activity 2018-2030. WHO Press.
• American College of Sports Medicine (ACSM). (2019). ACS M's Guidelines for Exercise Testing and Prescription. Wolters Kluwer.