BSBHRM604A Manage Employee Relations Essay Example

  • Category:
    Management
  • Document type:
    Assignment
  • Level:
    High School
  • Page:
    6
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    4478

Assessment 1:

TASK 1. – Strategy and policy development

Q1: Examine the bounce fitness business planning and strategic documents and the bounce fitness Human Resources policies including the employee relations policy. Discuss whether the policies are consistent with the strategic objectives.

Introduction.

Bounce Fitness comprises four fitness centers. The Head office is presently in Cairns, Queensland. The other fitness centers are in Sydney, (New South Wales), Melbourne, (Victoria) and Brisbane, (Queensland). It was started in 2001 by Margaret as the only aerobic studio. After two years, it increased its membership, and the small leased center was extended, and a new facility was constructed on land bought by the organization. The second center was started in leased buildings in Brisbane in 2004.The other two centers were established in the succeeding two years. The Head Office supervises the function of the trade in all of the centers. Every center has a Manager that reports everything that happens to the CEO in Cairns. A team of employed casual instructors and fitness instructors reports everything that happens to the Centre Manager (Sung and Ashton 145). Bouncy fitness business operates in the business practice that are best and fulfills all legislative requirements.

Bounce Fitness aims to market its brand through quality service and proficiency to form itself as the best provider of wellness and fitness in Australia. Bouncy fitness spends much of its time training the workers to advance their professional expertise and in client service to promote a loyal member center. Bounce Fitness has designed fitness moves that are accompanied with music that is geared to the needs, varying interests and goals of the group member. It is envisioned that everywhere in Australia, fitness center and gym members will remain to be promoting individual performance through lessons designed and created by this business. Bounce Fitness, the present policy indicates the significance to their company surrounding the staffing of diversity since they are a large international organization. Bouncy fitness express its vision they are working to and recognizes the significance diversity can come with to their organization. They value the diverse workforce. Bounce Fitness requires to guarantee that all staffs are treated same. They pursue to produce a labor force that all employees are supported to work at the level of their potential.it also requires that the organization, identify all employees irrespective of their race, age, sex and religion (Successful Career Development 89)

Business planning of the bouncy fitness refers to forecasting future employment market needs. Bouncy fitness planning has a thorough, current staff, an examination of forthcoming service demands and an investigation of the type and size of employees needed to meet them. This business planning policy helps the bouncy fitness to get used to variations in new skills and commercial systems. For bouncy fitness to achieve its goals, the strategic goals, and bouncy fitness policies are consistent. Under this, bouncy requires staff who are well prepared to achieve daily business activities and ready to improve the skills desired to meet the organization’s future needs (Successful Career Development 89).

Q2: Describe how you would engage others in finding where problems could occur.

Engaged employees stand separately from their disengaged employees for their discretionary determination they constantly bring to their roles. Such like employees willingly go the extra distance and works with passion for the company. An engaged employee drives innovation and moves the industry forward. Employees who are not engaged offers an unused opportunity for companies to progress their profitability and performance. Staffs that are not engaged are problematic to spot because they are not hostile or troublesome. They lack motivation and are uninspired. They have slight or no concern for productivity, customers’ demands, profitability, quality, and safety. Increasing the level of engagement with the staffs should be a strategic plan, and this should happen through measuring the performance indicators of the employees (Kazmi and Kazmi 45).

The performance indicators of the employees include productivity, customer turnover, profitability and quality (Gundling and Zanchettin 77). There are various ways of engaging employees. The first one is getting to know the workers. Under this, it involves taking the time to attend and know about workers’ interests. This assists in creating relationships between workers and managers and has a significant impact on worker motivation. The second method of engaging workers is providing training and workshops for the workers. Under this, it involves providing staffs with appropriate job training to assist them to shine in their career. Proper training assists workers to complete jobs accurately hence achieving the organization goals. The third method of engagement is developing and retaining the workers in the organization. In this case opportunities for development and expansion is a vital driver of worker engagement that in turn leads to organizational success. The fourth method of engaging workers recognizes the employees. Recognizing of workers from a manager is a crucial motivator for Workers. It enhances positive behavior and assists to encourage top long-term success. Recognition can be informed of money or with non-money. The fifth method is encouraging teamwork at the workplace. Teamwork comes out of a culture of honesty and trust between workers and managers. When workers feel they are a team within the organization with their managers, they devote more of their time to the job. Cooperation in the team and the work groups removes identical efforts and expensive errors. Staffs cooperate with each other if there is confidence in other fellows of their team. The last method is acting on the workers feedback. After a workers survey is conducted, workers should be provided with the results and be allowed to participate in post-survey planning action. Lack of action damages a survey process faster. The Lacking of action reduces the level of employee engagement (Rajagopal 78).

Q3: Review the Human Resources Policies of Bounce Fitness and discuss whether the policies are sufficient in content and reflect the Bounce fitness intention concerning:

Equal opportunity

Family/ work relationships

Promotion of absence of discrimination and harassment

The human resource policies of bouncy fitness involve various policies. The first one is the education, competency, and knowledge of the workers. Under this, the human resource manager ensures that fitness professionals are well educated and have attended the right fitness training courses that make them suitable for the position of the fitness trainers at the work centers. Monitoring and always redefining the employees planning strategy is vital in safeguarding long-term profits in the bouncy fitness company. To do this correctly, it needs commitment to the self-assessment happening in the organization as well as properties and a person mandated in charge of monitoring. The second one is defining the expected outputs and outcomes clearly. Under this, the business information system is essential to monitoring and evaluation. Business results targets may then be compared with the human resource data. The current policy, of the bouncy fitness, implies the importance of recruitment of diversity since it is a large international company. They understand the significance diversity can bring to the company. They see the value of possessing diverse workers and the success that diverse staff can have to the company (Armstrong 125).

Bounce Fitness ensures that all workers are treated equally. The bouncy fitness seeks to create a labor force in which all employees are supported and advised to work at the level of their potential. Bounce Fitness ensures that the company identifies all employees irrespective of their race, age sex and religion. The human resource policies of the bouncy fitness company are sufficient to counter the conflict of fitness. The bouncy fitness obeys all the rules laid down for the operation of the fitness company. Workers and clients in the bouncy fitness company are provided with a safe working environment. The bouncy fitness has a risk management framework that assists in minimizing risk and which adds to a general professional approach of the bouncy fitness company (Nelson 89).

Q4: what human resource issues could have the greatest potential for conflict in bounce fitness? Discuss if the existing Policies of Bounce Fitness are sufficient to preclude this conflict occurring.

The human resource issues that has the greatest potential of conflict in fitness industry includes: The competency of fitness trainers; The efficiency of pre-exercise screening, bad management of fitness service clients, improper use of fitness facilities by the users; failure by the fitness expertise to continue within the scope of fitness practice; and fitness facilities misuse. The greatest human resource issue in bouncy fitness company that could cause the greatest potential for conflict is managing of de-conditioned customers and pre-exercise screening. There is adequacy of the pre-exercise screening in the bouncy fitness industry, mainly in respect to unconditioned customers. There is a lack of confidence in customers that the existing injuries are not captured. There are no constant pre-exercise screening tools and that the ones that are available are not easily implemented. The bouncy fitness has a risk management framework that assists in minimizing risk and which adds to a general professional approach of the bouncy fitness company. The human resource policies of the bouncy fitness company are sufficient to counter the conflict of fitness. The bouncy fitness obeys all the rules laid down for the operation of the fitness company (Nelson 89).

TASK 2. –Building and maintaining productive Culture

Q1: requires you to discuss how you would build and maintain a productive culture. Still in your role as the Assistant, continue your report addressing the following points.

Keeping workers productive and happy needs daily open announcement, consistent acknowledgment of successes, and productive response. Encouraging the workers to be checking their workstation themselves for comfort factors and safety reasons maintains the culture of productiveness. For maintaining the productive culture of the organization areas of urgency should be reported immediately so that action can be taken. Creating work procedures with the team for good housekeeping is essential in maintaining the productive culture. For example, the reason and regular meetings, workstation attention during absences and handling the conflict. Serious action is taken against serious concerns raised such as discrimination, bullying, and safety (Kayser 98).

For building and maintaining the productive culture of an organization, the company should have a particular type of inner controls in place. The internal controls aim at preventing the firms from securing monetary risk and these increases the chances of success. Companies that does not monitor and implement internal controls are at risk. A good management ensures that the workers know what to do and are provided with the opportunity to learn so as to improve on the job. Coming up with clear performance targets and, making sure that the workers get feedback regarding results leads to more efficient workers behavior. In this case management enhances the company’s performance. Encouraging workstation relationship among workers supports the commitment to the company. Planned development and training activities are the continuous effort by the company to improve workers competency levels. Training and Learning include various methods that are mentoring, job shadowing, coaching, and structured training courses. An orderly program of training and learning blends the requirements of the company with the requirements and aspirations of every worker. The aim of this orderly program is improving the company’s performance and engaging workers in their profession development (Sheridan 167)

Q2: Review the job descriptions and policies and discuss whether they are sufficient, clear and balanced regarding the organizational objectives and employee right and obligations.

Job descriptions document the activities and responsibilities needed for the position so as to satisfy the company’s strategic and objectives (Price 87). The job policies and descriptions of the company are sufficient and balanced with the company’s objectives. Recruiting people to fill positions is very important in the human resource management function. Committed, inspired, and trained workers help the company achieve its drive and goals. The recruitment begins by defining the work, getting a group of competent workers, picking the best workers for the position, and the last stage is orienting the workers to the position. The commitment of the company is indicated when it hires, transfers or promotes workers. Such companies ensure that the workers get all sensible chance to perform the job adequately. Some of the Job descriptions of the company are typical duties, and responsibilities of the position, the work of the position, Effect of the position of the company and the level of power of the position (Price 87).

Q3: Review the job description and policies to identify the legal and organizational requirements and discuss if they are all met by the current ones

Some of the legal and company’s requirement of the job description and policies are ensuring that staffing process is fair so that applicants are measured using the same criteria, Staffing process observes human rights legislation, Handling of information collected in the selecting process follows privacy legislation, and the letter of employment is signed by the worker and returned to the company. The present job description and policies in the company are sufficient and meets all the legal requirements (Price 87).

Q4: How often and in what way would you recommend information on employee relations be discussed with staff.

The employee relations should be discussed once a week, since there can be numerous small issues that should be addressed to avoid leading to bigger issues. This can be done through staff meetings, newsletters, board of directors meetings, and posters.

By meeting every morning before the work starts is very crucial because it is in that meeting where target results and employee related issues are discussed hence improving the company’s performance. Forming the workers unions that discuss issues relating the social life of the employees is important in the workplace. Through developing clear messaging that brings the effects of the standards on the company. The company encourages honest and open negotiation about the performance and work standards. When the negotiations fail to solve a difficult an extra action is taken. The company prohibits revenge against any worker for the use of or taking part in, such negotiations. There are three approaches available for addressing workers relations problems. They include formal complaint approach, general inquiry, and informal complaint approach. The company converses with workers through the use of printed monthly newsletter and emails for workers (Hollinshead 77).

Q5: If you have discovered a policy that you feel should be included, write the policy and include copy for your Assessor. If you feel that there are no gaps, rewrite and improve it. The policies you write or rewrite must relate to recruitment and satisfaction.

The policy of selecting the right workers is one of the policies that should be included in the company. Under this policies accepted job description is finished for all positions, the method to be used to select the suitable employees are made and documented, all external workers to the company sign the letter of employment and new staffs are oriented to the company the new position. The other policies that need to be included are managing the workers and their Work. Under this, all the workers should have a performance aims, work plan, and then lastly the performance of a worker should be fairly evaluated (Hollinshead 88).

Q6: Review the induction policies and procedures and discuss if they are sufficient, clear and effective

Induction is the process of getting used to, with the company and settling into the new job. Most employers know that their workers are their highest asset, and the correct recruitment and induction procedures are crucial in making sure that the new workers are effective in the less time possible. The success of a company depends on having a correct number of workers, and possessing the right skills for the position. A good induction process helps new workers settle into the company and be effective rapidly. Induction requires not be a very official process, but it requires to be appropriately managed. In many companies, induction is carried out informally by the new starter’s supervisor on a daily basis. However, having an organized checklist to follow is important for both parties. Most induction comprises of meetings with new workers, observing activities and inquiring. It is suitable to provide some information in written form (Holton76). Some companies possess company handbook that assists in covering essential aspects of the organization. The induction policies of the company are sufficient and clear.

Q7: How do employees know their role and how they contribute to the achievement of organizational objectives?

Every workers role and each workers goal are tied to the company’s overall strategy. In this way, it is easier to account for conflicting significances. An employee may be successful in achieving the personal goals, but the work he is doing does not contribute towards the success of the company. Goal alignment assists in ensuring that every workers contribution drives the company in the right direction. Employees know their role through job specification and description. The roles of the workers are harnessed by conducting a right induction. Workers contribute to the company through focusing on the success of the overall company (Hollinshead 96).

Q8: How frequently would you recommend these policies be evaluated and revised?

Human resource management policies should be reviewed yearly to guarantee changes to workers-related legislation. New developments in human resource managing of best practices are integrated into the company’s human resource policies (Hollinshead 80).

Assessment 2:

TASK 1. – Resolving Employee Relations Problem

Requires you to resolve issues are emerging and involving employees. Again as the assistant, continue your report address the following points from Assessment 1. Students wishing to use their workplace as a scenario may complete the task as long as they provide Business plan, employee relations policies at a workplace.

Q1: How can Bounce Fitness be assured that it is aware of potential problems early to identify and minimize problems or grievances? Is there a system in place to do this? Make recommendations to improve or design this system.

Bouncy Fitness Company identifies the potential problems early and finds methods to minimize the problems. In this case, it is due to having clear incorporation of Human Resources function to enable the changes in labor force management. Introducing professional growth and training to attain company goals enhances understanding of the company’s strategic goals. In this case, it helps reduce the potential of problems emerging. Eliminating of workers relations problems through negotiations with workers and union is important the performance of the company. This is very important in solving the internal conflicts of the workers in the company. Elimination of lifting injuries due to heavy lifting helps minimize injuries in the company (Hollinshead 112).

Q2: Do the Bounce Fitness human resources policies adequately convey the problem-solving process to staff? How could this be improved?

Human resources professionals of the bouncy fitness clearly know the significance of optimal performance management. However, they face significant internal problems. Bouncy fitness has effective performance management procedure that enables managers to assess and measure workers performance and improve productivity that includes: Aligning every staff’s daily activities with company strategic objectives, creating documentation for legal reasons, and to support verdicts and decrease disputes in the company. The bouncy fitness provides information concerning policies procedures via documented manuals. The staffs of the bouncy fitness work very closely together. In this case, it helps to reduce the possibility of employee problems. The bouncy fitness has properly laid down procedures of dealing with indiscipline in the company. Human resource policies of the bouncy fitness adequately convey the problem-solving process of the employees. In this case, it happens through implementing the laid down policies concerning employees (Armstrong 87).

Q3: how would you recommend training regarding conflict management, negotiation and resolution be managed across the Centers?

Conflict arises from the clashing of ideas, perceptions, values and goals, in the company. When the management of the conflict is not effective, it interrupts the entire company process. Teams are a powerful force in the company. The teams are gathered to tackle difficult and strategic issues within an organization. The team for conflict management consists of workers from different departments, having special skills to solve a problem. For a team to be fruitful, it is important that members understand the fundamentals of conflict resolution and consensus building. Providing the team members with training concerning conflict management across all the centers is very important and is an ideal approach for conflict management in the company. Developing a strategy for training the team members is in conflict management. Conflict is a natural part of teamwork. It can be a wonderful foundation for creativity, but it can also sidetrack a team at the same time. What makes the difference is having group members, and a group leader that understands and manages conflict effectively (Armstrong 87).

Q4: After reviewing the policies at what point would you consider it necessary to obtain specialist advice?

When the employee’s goals are not in line with the company’s strategy, valuable time and funds are wasted. In this case, the specialist advice is important to assist in aligning the goals of the workers to company strategy. Regular goal following permits for the opportunity to give feedback as required, tackle problems, make modifications to performance plans, and formulate contingencies for missed goals. When there are inconsistent assessment criteria and prizes in the company mistrust, and lower productivity occurs. A specialist, in this case, is used to assist in establishing policies that enhance transparency in the company (Armstrong 133).

Q5: Do you believe that the conflict resolution process of Bounce Fitness is fair, equitable and consistent with all relevant awards and agreements? If you disagree, make recommendations to improve them.

The conflict resolution process of the bounce fitness is consistent since there is Conflict Resolution awareness that include Conflict management training to acquire skills for managing conflicts. The other conflict resolution process of the bouncy fitness is the mediation training that aims at selected team leaders that would eventually become the mediators when there is a conflict. The other conflict resolution method of the bouncy fitness company is the reinforcement workshops that improve workers awareness about managing conflict (Armstrong 167).

Q6: Do the problem-solving process of Bounce Fitness provides for problems that are unable to be resolved in-house?

The problem-solving process of the bouncy fitness company is sufficient to solve any problem emerging in the company. The company has a sequence of actions documented for solving problems emerging in the company.

TASK2. –Manage Diversity

Q1: Develop plans for promoting diversity across bounce fitness.

The plans for promoting diversity across the bounce fitness centers revolves around, work Place Harassment prevention policy, Personal Policies, Code of Conduct and Equal employment. There are various plans for promoting the diversity across the centers of bounce fitness. The first is having Hierarchal Structures that displays that the workers have a mix of gender, race and age promote diversity. The second one is by having the employment policy that ensures all staffs are treated in the same way and equally promotes the diversity. The third one is by developing Bounce fitness policies that imply the significance to the organization surrounding the recruitment of diversity since it is a large multinational company. The fourth one is by creating a labor force in which everyone is encouraged and supported to do the job at the level of their capability. The fifth one is ensuring that Bounce Fitness recognizes all workers irrespective of their race, age, sex, and religion (Mor-Barak 98)

Q2: Describe as part of your promotion, the benefits of having a diverse workforce.

Implementing diversity policies provides clear benefits, such as enhanced marketing opportunities, resolving labor shortages, better company image, and a greater product innovation. A more diverse labor force increases company’s effectiveness. In this case, the production of the company is enhanced. Under the increased innovation, there is a wide range of ideas, insights and perspectives in finding and solving problems in the company. Under improved service delivery to the customers, the labor force reflects the diversity of the society it serves and hence knows the needs of the customer better enabling effective service delivery to the customers (Managing Diversity 46)

Q3: Create and deliver a short presentation to use in each center to promote and encourage diversity. You may use the Bounce Fitness PowerPoint slides, handouts o other material to a company and reinforce the message of your presentation. This presentation must be delivered to your assessor and training group and should be at least 5 minutes in length. You must include a copy of your presentation and any handouts or PowerPoint slides for your assessor.

A more diverse staff increases company’s effectiveness. Diverse staff lifts confidence and enhance greater productivity. In this case, the diversity benefits the bounce fitness company. A diverse workforce brings various perspectives to finding and solving problems. The set of perspectives represents larger community views. Some of the advantages of diversity in Bounce Fitness Company include: the first one is the increased innovation. Under this, a wide range of ideas, insights and perspectives in finding and solving problems in the company is realized. The second one is the improved service delivery to the customers. Under this, the labor force reflects the diversity of the society it serves and hence knows the needs of the customer better enabling effective service delivery to the customers (Mor-Barak 157).

Works cited

Successful Career Development for the Fitness Professional. San Diego: IDEA Health & Fitness Assn, 2006. Print.

Sung, Johnny, and D N. Ashton. Skills in Business: The Role of Business Strategy, Sectoral Skills Development and Skills Policy. , 2015. Print.

Kazmi, Azhar, and Azhar Kazmi. Strategic Management and Business Policy. New Delhi: Tata McGraw Hill Education, 2008. Print.

Rajagopal. Darwinian Fitness in the Global Marketplace: Analysing the Competition. Basingstoke: Palgrave Macmillan, 2012. Internet resource.

Gundling, Ernest, and Anita Zanchettin. Global Diversity: Winning Customers and Engaging Employees within World Markets. Boston: Nicholas Brealey International, 2007. Internet resource.

Armstrong, Michael. A Handbook of Human Resource Management Practice. London [u.a.: Kogan Page, 2007. Print.

Nelson, Bob. Recognizing & Engaging Employees for Dummies. , 2015. Print.

McConnell, John H. How to Develop Essential Hr Policies and Procedures. New York: Amacom, 2005. Internet resource.

Kayser, Thomas A. Building Team Power: How to Unleash the Collaborative Genius of Teams for Increased Engagement, Productivity, and Results. New York: McGraw-Hill, 2011. Print.

Sheridan, Kevin. Building a Magnetic Culture: How to Attract and Retain Top Talent to Create an Engaged, Productive Workforce. New York: McGraw-Hill, 2012. Internet resource.

Price, Courtney H. The Group Practice Personnel Policies Manual. Engelwood, CO: Medical Group Management Association, 1997. Print.

Hollinshead, Graham, Peter Nicholls, and Stephanie Tailby. Employee Relations. Harlow: Financial Times Prentice Hall, 2003. Print.

Holton, Elwood F, and Sharon S. Naquin. Helping Your New Employee Succeed: Tips for Managers of New College Graduates. San Francisco, CA: Berrett-Koehler Publishers, 2000. Print.

Mor-Barak, Michàlle E. Managing Diversity: Toward a Globally Inclusive Workplace. , 2014. Print.

Managing Diversity: Expert Solutions to Everyday Challenges. Boston, Mass: Harvard Business Press, 2009. Print.