Bsbhrm 602 Assessment 3 - Strategic Human Resource Plan PDF

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ASSESSMENT COVER SHEET This form must be completed, dated and attached to each assessment task that you submit for marking. ADMINISTRATIVE DETAILS STUDENT NAME: Bianca Borges Teixeira Silva STUDENT NUMBER: 201906123 COURSE: Advanced Diploma of Leadership and Management UNIT OF COMPETENCY: Manage human resources strategic planning TITLE OF ASSESSMENT TASK: BSBHRM602 Assessment 3 - Strategic Human Resource Plan DATE DUE:

DATE SUBMITTED:

COMPULSORY STUDENT DECLARATION Plagiarism means using another person’s intellectual output and presenting it (without appropriate acknowledgement of the author or source) as one’s own, constitutes academic misconduct. Where there are reasonable grounds for believing that this occurred, disciplinary procedures as outlined in the policies and procedures will be implemented. PLEASE SIGN BELOW BY TYPING YOUR NAME, OR ASSIGNING A DIGITAL SIGNATURE, AND DATE SIGNED TO INDICATE THAT YOU HAVE SATISFIED THESE REQUIREMENTS: I have read the Nortwest policy and procedure for Plagiarism and the relevant referencing guides (or have had this explained to me by my Assessor) and understand the consequences of committing academic misconduct as outlined in the policy. This assignment is my own work, I have not participated in collusion, nor have I previously submitted this or a version of it for assessment in any other Unit of Study at the Nortwest or any other institution without having obtained the approval of the teacher. I have taken proper and reasonable care to prevent this work from being copied by another student. I give this person permission to act according to Nortwest policies and prodecures to reproduce this work and provide a copy to another member of staff for the purpose of cross checking and moderation and to take steps to authenticate the assessment, including submitting a copy to a checking/detection system that in turn may retain a copy of this work on a database for future checking. I have carefully read the assessment criteria that will be used to evaluate my work as given below:

- Answer ALL questions for each task as prescribed - Answer ALL questions for all tasks and each part of the assessment - Participate in all in-class assessment events in the classroom

I certify that the statements I have attested to above has been made in good faith and are true and correct. I also certify that this is my work and that I have not plagiarised the work of others and not participated in collusion. STUDENT SIGNATURE: Bianca Silva

DATE:

INSERT ANSWERS HERE: a. Future Bounce Fitness HR needs Rules and regulations: Update the list of rules and regulation for both the clients and employees and advise them to follow accordingly for a better environment. This will include behavior, payment regulations, client interaction, cleanliness etc. for clients and for employee’s duty rules, showing time, closing time, health and fitness reports etc. Staff: Every center must have a minimum two personal trainers, two group exercise trainers, a supervisor, dietician and a physiotherapist to carry out the training. The personal trainers and dietician will work on appointment while the group exercise trainer held specific class times regularly while a physiotherapist will be available for separate sessions to the people who needs advice and special care. For all these facilities clients must pay separately other than center membership and make appointment conveniently. Although every time one general personality must present on site to contact when necessary. i.e. junior staff. The trainers are experienced personalities with good customer attraction and they must give the best to meet the client’s satisfaction and the junior staff who must be on site in shifts will be responsible for the cleanliness and tidiness of the center. They have all the authority to advise the clients regarding that. Those which are lack of employees must recruit them as soon as possible and train them with staff of the month. Try not interchange the trainer in between the centers as it will inconvenient for the clients. Therefore for that every center must

have enough employees to proceed. • Make a proper roster for all the center to employees. Mutual understanding • In order to maintain the goodwill in between the staff and get to know each other as everyone is not available on site every time, must hold workshops with refreshments twice a year. This will help to get to know the people in other centers as well as management. A three-hour work shop will organize in mid of the year and end of the year which will carry on the discussions of progress as well as new plans and changes must do to the Bounce fitness. And these will discuss about latest methods and technologies in the market and suitability and adaptation of them. This will motivate the staff on their work by selecting and rewarding the best trainer at the end of year behalf of Bounce fitness. Keeping records • Each center must have all the details including personal, Health and fitness, emergency contact number, signature. These records must make at the first day of the gym and update afterward with the changes. This is highly sensitive and confidential. Bounce fitness is directly responsible for any discreet act. Every staff member is responsible to protect the identity of the clients under them. b. Bounce Fitness current HR capabilities and issues c. Gaps between future needs and present capabilities Management of Bounce Fitness • Keep every center under the frequent supervision of the management. The HR manager must report the progress for the board once for two months after paying field visit to all the centers. • Keep the coordination in between the centers and make the goodwill among them. • Every center supervisor must make a progress report including the changes must do, feedbacks, difficulties of the employees, client troubles etc. • The report of every center will be valued similarly and give solutions for minor matters. others will make a final report to present to the board. The board will act further. • Make the employees aware about their rights while working. • After anelyse one-year progress open a new center and make proposal for that after considering the other facts. • Recruit sufficient staff for all the centers. Interview them and select the well experience employees and train them for one month along with others. c. Strategies to address the gaps PROFESSIONAL DEVELOPMENT STRATEGY Bounce Fitness recognises that the training and development of its team is key to the continual success of the organisation. It is the policy of Bounce Fitness to ensure that as far as it is practicable, adequate resources are available to provide a continuous programme of training for all staff. In return all Bounce Fitness staff should recognise the need to develop and update skills and knowledge on a continuous basis, and undergo training with a positive and flexible outlook. RECRUITMENT POLICY

Bounce Fitness intends to recruit, hire, and place applicants on the basis of the applicant’s relative knowledge, skills, and abilities. The decision to employ an applicant will be based solely on the individual’s qualification for the particular position along with other requisite job skills. Minimum qualifications shall be specified in the job description. When a new position is established, the General Manager Human Resource will prepare a job announcement identifying the position’s responsibilities and overall relationship to Bounce Fitness for posting or circulation within Bounce Fitness and for public notification. Posted positions will be open for a minimum application period of 15 days. e. Strategic HR plan monitoring processes/systems...