Day 21 Assignment

Kanika Agrawal
Case Study- Bounce Fitness

Project Assessment Task 1

Part- A

Human Resource Planning Requirements – Research Document

S.No.

Introduction: Why do we need Human The Framework for Human Resource and Action Plan
Resources Strategies and HR Action provides the course for all main HR fields of training,
Plan? performance management, growth and rewards. This
forms the nature and course of operations related to
1 human resources administration.

To create and incorporate innovative initiatives and

Bounce Fitness Company’s Vision facilities that cater to everyone, with the participation
of an engaged workplace community and the
2 imaginative procurement and utilization of capital.
To deliver consistent and rigorous preparation to
Bounce Fitness Company’s Mission encourage general safety and wellbeing in a specific
3 and identifiable way.

The mechanism of human resource planning identifies

with the best form of strategy which ensures a better
Bounce Fitness Company’s Professional type of direction in Bounce Fitness' future
Strategy development. This allows through the correct method
of preparation to reach the resources of the appropriate
HR. There is an overview of the difference on the
imbibed team leaders at the point of company growth
4 in human resources preparation.
1. Knowledge requirements for staff, vendors and
others who are visiting the Centre for its expected
intent.
Bounce Fitness Strategic Plan Health 2. Methods and exercises in creation.
and Fitness Initiatives (List at least 5) 3. Materials, infrastructure and amenities offered by
WHS.
4. Audits and reviews routine at the job.
5. Collection and documentation of events, deaths and
5 diseases.
 1. Research employees to define requirements and
desired skills
2. Ask candidates about their expertise, qualifications
HR Resource Responsibilities (List at and competencies
least 7) 3. Call us to conduct background checks
4. Tell candidates about jobs specifics including
rewards and requirements
5. recruit or assign best applicants
6. Try out different contexts for workers
6 7. required documentation process
1. Evaluation of practices and procedures
2. Reviewing current productive approaches
List 5 things to include while reviewing 3. Evaluate the organization 's policy
strategy 3. Making sure updated business strategies are
executed
7 5. Carry on pushing the tactics

1. Regulations
Related Legislation – (List all 3)
2. Codes of Practice
8 3. Codes of Ethics
1. Equal Opportunities Act
Environmental analysis keeping in mind 2. Race of generation
the competition, compensation and 3. Fair Jobs Act
legislation to identify emerging trends 3. Economic relations
and practices that may impact HRM in 5. Data security act
the organisation: SWOT Analysis, 6. The Health and Safety Job Act
Legislation (List at least 8) 7. Racism for Disabilities
8. Regarding ethnic inequality
9 9. Racism involving gender
1. An efficient collaboration and participatory
mechanism
List five objectives of the strategy and 2. Endorse contact at all organization’s stages
policy 3. A safe and productive work climate
3. Engagement and encouragement among all the staff
5. Evaluate where disputes may occur, and try ways to
10 avoid them.

Identifying future labour needs, skill 1. Looking into the present human resources position
requirements and options for sourcing 2. HR criteria projection
labour supply, list 5 workforce planning 3. Data of potential workers
steps 3. Wage Survey
11 5. Analyzing differences
 The reforms will also be raised by the regulatory
authority as well as by the sector from which the
Labour analytics approach at Bounce particular entity owes much, as it is common for the
Fitness. businesses to make major changes. In addition, a
substantial change in conformity statutory standards
12 can care for the purpose of minimizing the shift.

List at least 5 options for sourcing 1. Utilizing jobs off coast

Labour Supply and resulted emerging 2. Contracting
trends due to it 3. Enterprises or advisors
3. Personnel hired by the firm
13 5. Upgrading current workers
List at least 3 areas of HR where new 1. Recruitment
technology has impacted Job roles and 2. Employees' Training
designs
14 3. Storing and remembering evidence

1. Experts of IT management software developers

IT Job roles and designs created (List at 2. Method researchers
least 3) 3. Sustainable supply chain professionals
3. Central bloggers
15 5. Expert in cloud infrastructure systems
Role changes due to heavy use of 1. Laptops
Technologies. (List at least 3 2. Personal Computers
16 technologies) 3. Mobile Phones
Part- B
Human Resources Strategic and Implementation plan
Human resource preparation includes the framework that helps
determine the potential and existing human capital needed in the
Introduction
organization to achieve the priorities set. This involves the hiring,
workforce policy needed, benefits, wages, employment, growth,
learning, and safety at the workplace. That should be achieved by the
systematic human resources that results with the best functioning
types.
Step 1: Vision and goal analysis, or grow.
7 steps to be followed Step 2: Assessment of the market and processes (SWOT analysis)
to develop a
Step 3-Build Tactical Strategies and Pick them
comprehensive
strategic plan Step 4-Set Competitive Goals
Step 5-Implementation of Action Program
Step 6-Allocate capital
Step 7-A summary of the implementation
1. Recognize the need to build policies
4 steps to develop a 2. Recognize who will hold the lead
policy
3. Catching up details
3. Communicate related involved parties
• Outcome-Orientation: Although the risks involved with HR
strategies and programs are easy to identify, it is much more
Examine options for the
challenging to recognize dollar gains. For certain situations, human
provision of HR
resource projects are more difficult to sustain and finance because HR
Services and analyse
will move emphasis from relying on operational expenses to
costs and benefits (List
concentrating on potential gains and rewards.
at least 3)
• Recommendations for cost development: HR services include
expenses that are both visible and secret, or indirect. These are
important for providing a full cost profile.
• Return on Investments: The gain elements of the study rely on the
application of efficiency indicators that quantify future cost benefits,
such as decreased compensation rates, increased labour expenses and
missed profitability.
1. Big Data Moves Organizations: Big Data, which lets HR
Identify appropriate practitioners identify their users, reach customer target audiences, and
technology and systems interact with potential clients.
to support agreed HR
2. Smart phones are the future: The HR world is going to be governed
programs and practices
by the mobile phone. As the population seeks exposure to software
(List at least 4)
through smart phones through diverse activities, businesses are
contemplating implementing HR programs.
3. Social media: Today, social media plays a vital role in HR,
particularly in hiring. About a quarter of companies hire workers via
social networking platforms such as Facebook and LinkedIn.
3. Cloud Computing: Either an Internet or a Local App, Cloud
Software is important for every app.
The overarching aim of strategic HR preparation is to guarantee
adequate personnel capital are accessible to fulfill the company's
Overall purpose of
business priorities and organizational objectives – the right staff with
Strategic HR planning
the right expertise at the right time. Stay up with societal,
environmental, regulatory, and technical developments that affect the
region and the business on human capital. Remain agile so that if the
environment is unique than planned the company will handle
transition.
Human resource preparation means placing the actual amount and
form of employees in the right position, in the right moment, and
Objective of the Human
letting them do tasks they are qualified for, in order to accomplish
Resource Strategic
company objectives. Organized HR preparation has been a significant
Planning
factor of the age of industrial development. It is done in a series of
measures that starts with the evaluation of the current stock of usable
resources.
1. Develop a comprehensive understanding of the priorities of the
business
List 7 steps of Human
Resource Record 2. Assess the human capital skills
Process
3. Evaluate the existing human resources potential in terms of the
goals
4. Evaluate the potential human capital needs of the company
5. Assess the equipment workers need to perform the project
6. Integrate policy on management of human resources
7. Assessment and disciplinary behaviour
1. Manpower training or human capital
Planned purposes and 2. Personnel training, deployment and transfer
goals for Human
3. Education and workforce growth
Resources Services
(List at least 5) 4. Employee Quality Review
5. Employee Benefits
6. Creating general and relevant corporate control strategies
The most important information distinction is either explicit or
implied (implicit). Explicit information is called systematic and
Knowledge and
analytical in this grouping, which can be conveyed explicitly in
classifications to
terms, quantities, which requirements. Therefore, it can be translated
support agreed Human
in the form of national documents, laws, and processes through
Resources Programs
standardized and structured methods and is simple to enforce. In
comparison, unconscious awareness is contextual, interpersonal and
closely connected to the individual encounter.
It is because risk-taking is a part of a industry, so it is crucial that a
business manages how to think about the negative risk effects. Risk
Why do we need a Risk
reduction strategies help a company understand what the threats are
Management Plan to
and decrease the incidence to offer a basis for informed decision-
support the strategic
making to eliminate potential risks. Start reading to discover why risk
Human Resource Plan?
reduction strategies are a crucial aspect in effective companies.
1. Identify threats
The Risk Management 2. Qualitative Analysis
Process (List 5 steps)
3. Quantitative Analysis
4. Hazard action training
5. Risk Monitoring
1. Government Rules
List 3 support pillars of 2. Employee jobs
a strong HR strategy
3. Career growth services
1. Making Use of Human Capital: Every human resource department
team plays a crucial function in a company's corporate effectiveness.
5 methods of obtaining
feedback on how well 2. Emphasis on Awareness and expansion: A leader will consider the
the organization has capabilities and deficiencies of different practitioners when
accomplished its action developing an implementation measures to expand the organization's
plan and the productivity.
effectiveness of its
3. Hold the consumers in mind: Only by considering the customers'
outcomes?
 desires and expectations can corporate efficiency work effectively.
4. Work on Performance Goods or Products: The goal of each
company is to develop the goods by moving above a fixed target or
price point.

5. Technical Use: Technological tools play an important part in a

company's performance and efficacy. Using apps or collaboration
resources to hold various team leaders update with the status of a
project, particularly though they don't personally operate on a certain
part of the project.

Based on all the gathered information above list a detailed procedure on how you would
implement and monitor your human resources strategic plan.

1. Strategic company associate: Joint venture with the whole company to guarantee that the HR
role is matched with the organization 's needs.
2. Secretary of Transition: The ability to predict and adapt to situations within the HR role also
more and more as a business.
3. Expert of management and the practical: The willingness to recognize and execute HR Action
Strategy strategies, practices, and processes.

Task 2

1. Describe 5 different options available to a company for labor supply

Answer: a. Specific employment: Specific workers are a common method of organization
recruiting from different channels such as presentation, training practices etc. The boss and
the worker then facilitate collaboration of labor. An approved employee, whether employed
full schedule, is entitled to certain perks, such as holidays. These often apply to corporation
tax obligations, and corporations are required to assume liability for their acts throughout
their jobs and in areas protected by corporate regulation.

b. Apprentice employees: Apprenticeships in Australia are an employment arrangement

negotiated between a company and an individual focused on the skills exchange. Although
the company clearly provides instruction. At the outset, the student must hear about the work
qualifications and receive a national credential. Apprentices may be full time, at any era and
stage. Obtaining compensation and benefits is also dependent on the skill of employees and
cooperation with the parties.

c. Hiring an employer or an independent contractor: Independent Contractor is an

individual who has previously done such duties assigned by the client, but is not constrained
by a structured contract of employment. In fact, they do not earn compensation from the
company but their job is charged in the form of bills for operation. Hence their duties and
legal responsibility are entirely independent from the business. The employee contract is not
confined to the number of employees and firms they currently represent.

d. Casual workers: Casual workers are usually staff employed for irregular positions for
brief amounts of time, although the working schedule is flexible. Many promotions allow
such workers to be compensated for at least 4 hours of service, but their pay is 20-25%
greater than regular employees.

e. Company hiring: In the case that the organization cannot provide adequate personnel
capital on the basis of their interests, such firms must enter a deal to supply recruiting
workers to a third party. Such firms are required to pick out, or even prepare, workers
depending on the rental company's specifications and receive a negotiated price or obtain a
fee dependent on the number of workers it employs. There is indeed, therefore, the obligation
to maintain staff efficiency when dedicated to the business in need.
 2. Describe each of the following common labor hire sources and outline the
advantages and disadvantages of each one.

 Casual Labor: Casual workers are usually staff employed for irregular positions for
brief amounts of time, although the working schedule is flexible. Many promotions
allow such workers to be compensated for at least 4 hours of service, but their pay is
20-25% greater than regular employees.

Advantages Disadvantages
 There is Flexible working time.  Employees have the right to decide their
 There is vacation, pensions. timings.
 They can take leave without notice.

 New graduates / Trainees: Most businesses consider graduates or veterans,

usually in the context of internship or trainee programs (assistantship), a type of
work arrangement where the organization offers advanced skills, instruction and
other benefits. Many workplace incentives when they operate in return for a
nationwide post-employment award.

Advantages Disadvantages
 Trainees bring enthusiasm to the  High training costs
work.  They aren’t suitable for workplace’s
 Easy recruitment culture.

 Off Shore Workers: Offshore job recruiting helps the organization to cut
personnel expenses depending on tax benefits but may also hire other future
 professionals or also link to the other country's emerging technology and
expertise.

Advantages Disadvantages
 Lower expenses because of tax  Legal and distance barriers
benefits  Cultural gaps between the team
 There is sharing of Risks
  Outsourcing: Outsourcing is a method of moving a part of the nation 's
operations and responsibilities to procurement-the roles traditionally covered by
companies.

Advantages Disadvantages
 Focus is improved on core business  Lack of privacy and security
activities or professional knowledge  Employees are not flexible.
 There is cost-saving for training and
recruitment.
  Contractors / Consultants: Independent Contractor is an individual who has previously
done such duties assigned by the client, but is not constrained by a structured contract of
employment. In fact, they do not earn compensation from the company but their job is
charged in the form of bills for operation. Hence their duties and legal responsibility are
entirely independent from the business. The employee contract is not confined to the
number of employees and firms they currently represent.

Advantages Disadvantages
 The workers have high knowledge  Standard of performance
and can cover various ranges of HR  Higher costs for experts
services
 Great deal of flexible based on the
contract terms
 3. Describe each of the following recruitment options and outline the advantages and
disadvantages of each one.

 Internal Recruitment: Rather of opening vacancies to the public and recruiting

potential applicants, certain firms can opt to promote internal promotions and then
require employees to apply.

Advantages Disadvantages
 Reduce time to hire due to the  Limiting the pool of applicants;
reduction of assessment process.  Inflexible culture
 Strengthen employee engagement.

 Newspaper Advertising: For press ads, a recruiting notice may be placed on

newspapers or trade magazines depending on needs and industry containing specifics
such as wage, venue, contact details and so on.

Advantages Disadvantages
 Access to a diverse labor market  Consumes a lot of resources and
 Fixed costs, although advertising costs for candidate screening
may need to be repeated  User rate is currently declining

 Recruitment Agencies: Such firms are required to pick out, or even prepare, workers
depending on the rental company's specifications and receive an negotiated price or
obtain a fee dependent on the amount of workers it employs.

Advantages Disadvantages
 Fast and clear response speed 
 Risk guaranteed by agency when  Costs of services and commissions
employees are not qualified  Some candidates prefer to deal
directly with employers rather than
working with third parties
  Group Interviews: The organization can take the shape of circumstances that they
may work together to determine and assess new approaches and suitability while
operating on their team.

Advantages Disadvantages
 Time savings  Need new skills and methods to
 Reducing cost per hire evaluate the skills of each person in
 the group setting.
 Not suitable for every personality of
all applicants.

 Assessment Centers: Assessment centers are a screening area for applicants as

they have time to take part in preparation exercises before reaching the next round
of competition.

Advantages Disadvantages
 It is utilized for the choice,  Costly.
preparing, and advancement of  Time-consuming
applicants.
 The candidate can discover their
qualities and shortcoming.

4. What strategic objectives and targets relate to human resources?

Answer: • Evaluation and arrangement of jobs according to the specifications of the client

• Build an effective, equitable and stable working atmosphere for all workers,
including steps to ensure workplace protection, diversity and opportunity.

• Scaling up labor affairs

 • Contrary to the law, such as OHS, WHS.

• Indicate workplace benefits, such as job advancement or remuneration.

• Breastfeeding

• Degree Control

• Include evidence for the human resources management program.

• Employee training and succession preparation.

5. What options are available for the provisions of Human Resources services?

Answer: Methods for delivering people management resources can involve the procurement
of professional services by a company or contractor. Getting the job handled overseas
(outsourcing) local delivery of the operation to human resources.

6. What legislation must you consider when developing HR strategies and plans?
Explain the purpose of each legislation. (At least 5 different legislations to be
explained)

Answer: • 2011 Employment Health and Education Act: It is occupational health and
uniformity law. In fact, they want employers to protect their freedoms and protection by
offering an engaging, protected, accessible and unjust place of life.

• Anti-discrimination: This is a series of specific laws to support workers in an anti-

discrimination work climate. In fact, it contains four legislation to support the disabled,
individuals with disabilities, racial groups and to counter gender inequality.

-- Act 2004 on Age Discrimination

-- Handicap Abuse Act 1992

-- The 1975 Racial Discrimination Act

-- Sex-discrimination law 1984

 • The 1988 Privacy Act: describes the 13 Australian Privacy Principles (APPs) regarding
the processing, handling and usage of sensitive data, for consumers and staff; To HR
managers in particular it means that workers will report and authorize any behavior
relating to personal details. And if they quit the business, without their permission the
corporation is also not able to benefit from the basis of the report.

• Employees' Compensation and Recovery Act 2003: allows for insurance and recovery
legislation as a form of support for organization workers, regardless whether they have a
structured work contract or not. Especially, it means that anyone will receive fair
insurance and care while hurt or damaged due to injuries that arise during their jobs.

7. List 4 benefits of strategic planning.

Answer:

 This allows organizations to be constructive and not reactive

 This gives a spatial meaning

 This improves operating performance
 It helps improve market dominance and productivity

8. What specialist services could you utilize when developing a strategic plan? (List 4)

Answer:
  Legal Advice

 Financial Assessment

 Expert Network

 HR Specialist Consultant

9. What is a PEST Analysis?

Answer: PEST is a paradigm for evaluating external variables under which "P" reflects the
political condition, "E" is the market, "S" is the culture and "T" is technology. PEST analysis
defines a system of macro-environmental components that have a significant effect on
company strategic management.

10. Provide 5 examples of each of the 4 PEST factors.

Answer:

 Political factors: monetary policies, labor law, environmental regulation, obstacles to

commerce, interest levels and global peace.

 Economic factors: a given economy 's development rate, interest rate, GDP rate,
exchange rate and inflation rate.

 Social factors: Socioeconomic influences and concerns such as health literacy,

demographic development, age structure, education and social welfare in particular.

 Technological factors: Ecological and economic issues, as well as R&D and

development dimensions.
11. Define 3 real benefits of planning?

Answer:

• Enable preparing situations and threats which can occur to mitigate harm and maintain
smooth service.

• Lower costs and improve efficiency by the management and optimization of working
procedures and the elimination of redundant procedures

• Reasonably assign budgets and staff capital to ensure initiatives will be implemented
without political or social instability.

12. Briefly describe the approach you would take when developing a HR strategy.

Answer:

The following 4 versions are representations including:

1. Schuler's 5-P model (1992) has an excellent value that provides a conceptual framework of
a five-component staff tactic: theory, regulation, plan, activity / practicing and procedures;
HR management mechanism and the link among policy and activity is defined.

2. High-performance work framework model – Huselid's HPWS (1995) proposes a structure

of common practices that lets companies boost each job and organization 's efficiency.

3. Arthur (1992) Strategic Engagement-Control Model: The apparent strength point is that
the author suggests two classes of HR approaches related to different company objectives-a
technique to improve policy commitment. Strategic approaches focused upon distinction and
management mechanisms to execute cost-effective competitive strategies.

4. Snell and Lepak 's Quality Matrix model (1999): it illustrates the distinction between
classes with human capital in terms between individuality and importance with expertise and
skills. For the personnel engaged in executing policies and recommending that every
community for specific workers be handled according to various strategies.
13. Provide a detailed description on the functions of Human Resource Management.

Answer:

• Human resource planning: the supervisor can spot detection, administrative map cognitive
dissonance, allocation of arbitrary roles from which to change the job, restructure the
workers to manage the work more effectively.

• Legacy strategic planning plan: Through measuring the degree of prejudice in terms of
obligation and capability between the role of the work and the place of the "successor," it
helps to evaluate the path map for the creation of teams in "legacy." To coordinate.

• Recruitment: Incorporates human capital to meet the company’s interests, such as

maintaining regular activities by bringing in positions or changing processes.

• Technology training: means workers are willing to gain understanding of the business as
well as complete job experience.

• Supply and distribution of benefits: remuneration is just on a rate, the organization 's budget
would often impact the efficiency of the company.

• Assessment of results: guarantees the efficiency of all workers, based on fair and
discretionary assessment from peers or superiors.

14. What impact has technology have on job roles within your industry?

Answer: Evaluation of technologies can help streamline operations thus increasing their
accountability. For instance, in recruiting, it will test from temperament to workers ability
and main choices on a test scale, focusing on individual income or expenditures by
framework. Over a long period, the device will be used by any worker. The findings should
be transparently reported so the managers prevent specific prejudices. Generally speaking, it
tends to will the HR consulting cost and even the appraisal period.