Importance of Human Resource Management in Modern Business World

This article discusses the importance of human resource management in the modern business world and its impact on organizational success. It explores the strategic planning requirements, future labor needs, and skill requirements for effective HR management. The article also examines the impact of legislative changes and the incorporation of technology in HR practices.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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The importance of the human resource management in the modern business world is
observed to have a significant rise and that is pretty evident with the increment in the urgency
of the senior management of the organizations in restructuring the human resource policies of
the organizations. Noe et al. (2017) commented that the success of the human resource
policies are dependent on the effective management of the operations of the employees and
on the efficient management of the needs of the employees. Noe et al. (2017) further added
that the formation of a strong human resource plan becomes one of the top most priority for
the organizations of the modern business world as it enables the management to align the
different behaviour of the employees of the organizations in accordance to the objectives or
the core values of the organizations. On the other hand, Cascio (2015) is able to comment the
fact that, an organization with inefficient and inappropriate human resource policies often
finds it difficult to effectively manage the business activities of the employees and that affects
the overall performances of the organization both in terms of the quality of the services of the
employees and level of production. The paper is focused in the elaboration of the business
model of a chosen organization named as Bounce Fitness for the effective evaluation of the
human resource strategic planning requirements of the mentioned organization. In addition
to this, the paper discusses regarding the future labour needs and the skill requirements of the
employees along with the current labour trends in the market.
Apart from this, the paper also assesses the impact of the frequent changes in the
legislative requirements over the human resources policies of the mentioned organization.
With the findings, the paper prepares detailed plan for the appropriate activities that have the
potential to improve the skills and the competencies of the employees of the organization and
along with that, the also identifies the risk associated with the human resource management
of the organization. In addition to this, the paper also prepares a risk management plan for the
effective management of the detrimental impact of the identified risks. Apart from this, the

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paper also prepares an implementation plan which covers the effective identification of the
stakeholders that are associated with the appropriate implementation of the human resource
plan along with the consultation regarding the implementation of the plan. In addition to this,
the paper also provides a proper criteria for reviewing the effectiveness and success of the
human resource plan of the organization.
Part A:
With a precise focus on the business plan of the mentioned organization, it is pretty
evident that the organization has the expertise in running the fitness centres across the
country for the improvement of the fitness and the wellness of the people of the nation. The
organization is a part of one of the fastest growing service industry and the growth of the
organization is pretty evident with the increasing number of outlets along with the idea of
opening new fitness centres across the city of Perth (Bounce.precisiongroup.com.au. 2019).
As the demand of the centres and the services of the company is increasing in a significant
manner, the senior management of the organization is seen to have the idea of opening more
number of centres across the nation for expanding their business. As the main motive of the
operations of the mentioned organization is to serve the customers with the personal training
services, hence the top most priority for the senior management of the organization regarding
the human resources is to recruit the employees who are capable of meeting the required
quality in the services. From the business model of the organization, it is pretty evident that
the senior management of the organization is focused in increasing the sales of the
organization and expects a significant increment in the demand as well. Hence, the
organization is observed to be focused in recruiting the employees who will be able to handle
the excessive work pressure in the best possible manner. Other than this, the management of
the organization is observed to be inclined in sourcing the employees who have the required
level of skills and competencies for providing appropriate inputs to the customers regarding

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the improvement of their fitness (Bounce.precisiongroup.com.au. 2019). Hence, from the
analysis, it is pretty evident that the objectives or the targets for the human resource
management of the organization is to recruit the employees and train them so that the
management is able to make sure that the employees have the sufficient skills for managing
the fitness queries of the customers and provide them important information regarding the
improvement of their fitness. In addition to this, the objective of the human resource
management of the organization is make sure that the employees of the organization are able
to take the excessive demand of the market (Bounce.precisiongroup.com.au. 2019).
With a precise focus on the environmental factors of the organization, it is
understandable that the human resource policies of the organization will be affected with the
significant changes in the labour and employment legislations of the region. One of the prime
changes in the market is observed to be the increasing labour charges of the employees and
that is observed to be major concern for many of the organizations operating in the region.
The human resource management of the mentioned organization is also observed to be
affected with the increment in the charges of the employees and that is one of the major
concern for the management of the organization in recruiting the trainers for their new fitness
centres. The estimated cost of opening the new fitness centres is observed to be increased for
the same. On the other hand, one of the significant factor that is affecting the human resource
policies of the mentioned organization is observed to be the impact of the changes in the
employment legislations. With a precise focus on the employment standards of the
organization, it visible that the human resource management of the mentioned organization
will be subjected to the implementation of the strict legislations regarding the application of
the industry standard wage characteristics, the appropriate formation of the work time
characteristics along with the formation of the appropriate overtime characterises in
accordance to the industry standards (Austrade.gov.au. 2019). In addition to this, the human

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resource policies of the organization is observed to be influenced by the framed legislation in
the aspect of the occupational health and safety of the employees operating in the
organization and the government of the nation is observed to be pretty strict in the
implementation of the legislation.
The future labour needs for the organization is significant as the organization is
expanding across the nations with opening of new fitness centres and under such situation,
the organization will require more number of experienced and knowledgeable trainers for the
management of the fitness centres. Apart from this, each of the centres of the mentioned
organization is observed to be associated with one the retail stores of fashion and fitness
wears which sell the fitness shoes and garments and the sports wears
(Bounce.precisiongroup.com.au. 2019). Hence the organization will requirement considerable
number of skilled employees for the effective management of the operations of the stores.
The major skill requirement for the future employees of the organization will be the
knowledge regarding the fitness training activities, the techniques for the proper handling of
the fitness equipment along with the necessary knowledge regarding the diet of the
customers. Apart from the fitness activities, the skill requirement for the employees of the
retail store will be effective knowledge regarding the query handling of the customers,
capability of achieving the knowledge regarding the preferences of the customers. One of the
prime option for sourcing the employees for the mentioned organization is the fitness trainer
academies that are operating in the nation such as Australian College of Sports Fitness or
Australian Institute of Personal Trainers (Acsf.com.au 2019).
The incorporation of the technology in the formation job roles and responsibilities of
the employees is observed to be one of the prime need for the management of the
organization. The modern equipment that are used in the fitness centres of the organization,
are observed to have significant amount of presence of the technology which increases the

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effectiveness of the training activities for the customers of the organization. Hence, the
responsibilities of the fitness trainers operating in the mentioned organization will be
influenced by the new technologies as the employees or the trainers of the organization will
be required to have the expertise in handling the new technologies for providing the lessons
to the customers regarding the usages of them. In addition to this, the monitoring of the health
standards of the customers of the organization will also be evaluated by the systems which
includes the application of the extensive amount of the modern technology (Skurikhina et al.
2016). Other than this, the usage of the information management system for the effective
design of the operational activities of the employees of the organization and for the
measurement of the performances of the employees is pretty significant in stating the
necessity of the incorporation of the technology in the operations of the organization.
Part B:
As a result of the consultation with the senior manager of the business, it is pretty
evident that for conducting a profitable and sustainable business with the existing business
model of the organization, one of prime need for the management of the organization tis to
align the operational activities of the employees with the core values and objectives of the
organization. The consultation with the senior manager of the organization is pretty
significant in describing the necessity of maintaining the good reputation of the organization
being an efficient employer of the region. The preferences for the organization in case of
recruiting the employees will be the skilled employees who have sound knowledge regarding
the high intensity and low intensity raining programs. In addition to this, the organization
requires to hire the individuals who have the capacity to serve the excessive demand of the
market as that will be crucial for the organization in achieving the desired success in the
market. On the other hand, the senior management of the organization has agreed on the fact
that there should not be any sort of discrepancy in the organization in case of paying the

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employees in accordance to the industry standards and along with that, the senior manager of
the organization is observed to be significantly proactive in the effective formation of an
attractive rewarding plan which has the potential to influence the employees of the
organization in the effective management of the excessive work pressure that they are facing
in order to manage the demand of the market (Bounce.precisiongroup.com.au. 2019). The
reward plan requires to include both intrinsic and extrinsic rewards for increasing the
effectiveness of it in front of the employees. Apart from this, the senior management of the
organization is observed to be highly concerned regarding the quality of the services of the
employees and that is pretty evident with the proposal of the senior management of the
organization regarding the formation of the quality based incentives for the employees or the
trainers of the organization. The increasing urge of the senior management of the
organization regarding the formation of the customer loyalty amongst the customers of the
organization and the formation of the customer community was notably dependent on the
capability of the employees of the organization in delivering quality services to the customers
of the organization.
The senior management of the organization is able to understand the importance of
the quality in the services of the employees and the impact of that on the scope of achieving
loyal customers (Bounce.precisiongroup.com.au. 2019). Hence, the strategic objectives for
the organization in improving the human resources are the formation of an appropriate and
attractive rewarding policy which includes provisions for the quality incentives. On the other
hand, the effective management of the developmental needs and training needs of the
employees was observed to be one of the top most priority for the senior management of the
organization (Bounce.precisiongroup.com.au. 2019). The increased occurrences of training
and the developmental activities from the part of the organization in meeting the
developmental needs of the employees is therefore, one of the important strategic objective

7HUMAN RESOURCE MANAGEMENT
for the improvement of the human resource activities inside the organization. Other than this,
the senior management of the organization is able to put strong emphasis on the appropriate
allocation of the tasks for the employees of the organization as that has the potential to reduce
the work pressure of the employees and reduce the increasing dissatisfaction of the
employees of the organization (Burke, Jones and Westman 2013). Hence, one of the prime
target for the management of the organization in improving the effectiveness of the human
resource services of the organization will be the appropriate allocation of the tasks amongst
the employees or the trainers of the organization.
The recommendations for the improvement of the human resource services inside the
organization will be to meet the training and the developmental needs of the employees.
Considering the excessive work pressure, it is understandable that the organization will be
inclined towards recruitment of the increased number of the new employees and under such
situation, the organization is expected to face the need of educating or training the employees
regarding the appropriate techniques of the fitness training that they follow. Hence it is pretty
obvious that in such situation, meeting the training and the developmental needs of the
employees will be of great significance for the managers of the organization. On the other
hand, with a precise focus on the emergence of the new technologies and the increasing
application of them in the equipment that the organization uses, the need of the development
for the existing employees in the effective management of the incorporation of the
technology in the equipment and their training sessions is pretty prominent. Hence, one of the
important recommendations for the improvement of the human resources services of the
organization will be the appropriate solution for the developmental needs of the employees.
In order to minimize the impact of the excessive work pressure on the employees of
the organization, it is recommended for the managers of the organization to effectively
distribute the tasks amongst the employees of the organization. With a precise focus on the

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number of the members in the fitness centres of the organization, the human resource
management of the organization is recommended to allocate tasks and assign the members to
the relevant trainers. This will be crucial for the organization in the appropriate management
of responsibilities of the trainers and along with that, it will also be crucial for the human
resource management of the organization in creating the scope for additional members.

Running head: HUMAN RESOURCE MANAGEMENT
Strategy Action Who is
Responsible
When Anticipated Result
To provide the much
required motivation
to the employees or
the trainers of the
organization.
To create an attractive rewarding
policy for the employees of the
organization.
To include the intrinsic and
extrinsic rewards for the employees
of the organization.
To include the provision for
rewards for the employees or the
trainers of the organization on the
basis of the incentives.
To conduct the analysis of the
performances of the trainers of the
organization with the effective
feedback from the customers of the
organization.
Human
Resource
Managers
Within 24
weeks
The application of the new rewarding policy will
be of great significance for the managers of the
organization in motivating the employees of the
organization (Saqib et al. 2015). With the
appropriate application of the rewarding policy,
the organization will be able to improve the
quality of the trainers in terms of handling the
query of the customers and in providing important
inputs to the customers regarding the improvement
of their fitness.
To reduce the work
pressure on the
trainers of the
organization.
To assign the new members on the
basis of the vacancy of the trainers.
To make a pool of the trainers so
that they can be selected by the
customers on the basis of their
availability.
Operations
Manager
Within 12
weeks
This will be crucial for the senior management of
the organization in the effective management of
the job dissatisfaction of the employees or the
trainers of the organization (Sani 2013).
With a manageable work pressure, the trainers of
the organization will be able to provide the much
required quality in their operations while handling
the customers.

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To improve the
skills and the
competencies of the
employees of the
organization.
To identify the training and the
developmental needs of the
employees of the organization.
To introduce relevant training and
developmental activities for the
employees of the organization.
To evaluate the progress of the
employees of the organization.
Human
Resource
Department
Within 12
weeks
This will be important for the organization in the
improvement of the skills and competencies of the
employees or trainers of the organization. With the
achievement of the improved skills and
competencies, the employees of the employees
will be able to deliver the desired quality in their
operations which is major need for the
management of the organization in the formation
of the customer loyalty
(Bounce.precisiongroup.com.au. 2019).
Risk Management:
As the newly developed human resource management plan of the organization is focused on the improvement of the quality in the
services of the employees of the organization, the excessive consideration of the trainers of the organization regarding the quality in their
operations has the potential to affect their intention of accommodating larger number of members in their teams. Hence, the increased concern
of the trainers of the organization regarding the quality could force the organization towards a state where the trainers will try to avoid
excessive number of trainees in their teams and that will affect the production and the profitability of the organization. From the analysis, it is
pretty evident that the organization may face the mentioned threat which will create a negative impression on the organization’s services and
can affect the growth of the organization going forward. Hence a perfect balance of both quantity and quality is much needed in the reward
plan (Saqib et al. 2015).
With the incapability of managers in the appropriate allocation of the task, the organization could suffer in a significant manner as the
increasing work pressure over the employees or the trainers has the potential to increase the level of the dissatisfaction of the employees of
the organizations. Hence, the organization requires to have a backup plan for the newly developed plan of allocating tasks for the trainers. The

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organization requires to create a pool of assistants for the trainers so that it be easy for them to manage the work pressure or in
accommodating excessive number of new members.

Running head: HUMAN RESOURCE MANAGEMENT
Part C:
Implementation Plan:
Stakeholders Mode of
Consultation
Topic of Consultation Responsibilities in the implementation of
the plan
Success factors
Employees
or trainers of
the
organization
Consultation
Sessions
The employees of the organization are the
main point of focus of the new human
resource management plan of the
organization. The organization. The
employees will be communicated
regarding the new rewarding plan so that
they be well aware of the requirements that
need to be achieved for achieving the
rewards. The communication regarding the
set criterion or the benchmarking needs to
be conducted from the part of the managers
of the organization so that the employees
have no confusion regarding the set
standards for the rewards.
Apart from this, the employees need to
communicate their training and the
developmental needs to the managers of
the organization so that the managers come
up with appropriate solutions. Hence the
employees will be a major part of the
Communicating the developmental needs
to the human resource managers of the
organization.
Participating in the training activities
initiated by the managers of the
organization.
Achieving the knowledge regarding the
set criterion in accordance to the new
rewarding policy.
The success factors for
the employees will be
the ability to apply the
acquired skills of the
employees in the
effective management of
the customer query and
in exchanging important
knowledge to the
customers of the
organization.

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implementation program.
Shareholders
of the
organization
Business
Reports and
General
Meetings.
The shareholders of the organization will
be consulted regarding the funding in the
developmental activities that are to be
conducted in the organization for meeting
the developmental needs of the employees.
Along with that, the shareholders of the
organization will also be responsible for
providing the much required fund for the
new rewarding policy.
The only step in which the shareholders
are associated in the implementation of
the plan is the funding for the mentioned
activities.
The success factor for
the shareholders will be
the adequate amount of
funding to the
mentioned activities.
Human
resource
managers
Meetings The human resource managers will be
responsible for formation of the training
activities along with the formation of the
attractive rewarding policy. Hence the
consultation with the managers in the f9rm
of meeting will be necessary for the
effective implementation.
 Identification of the developmental
needs.
 Initiation of the training and
developmental activities.
 Follow up from the part of the
managers regarding the progress
of the development of the
employees and the application of
the newly developed skills.
The ability to solve the
developmental needs of
the employees and to
motivate the employees
of the organization for
better quality and
production.
Customers Feedback
form
The customers will be asked to fill up the
feedback form for the reporting on the
quality of the employees or the trainers of
the mentioned organization.
The appropriate and unbiased fill up of the
feedback form.
The ability to rate the
employees or the
trainers of the
organization in the
appropriate manner.

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Operations
Managers
Meetings The appropriate allocation of the task is
crucial for the organization in serving
larger number of customers and in
reducing the higher level of dissatisfaction
of the trainers.
The effective allocation of the tasks. The ability to assign the
members of the
organization in such a
manner which utilises
the resources of the
organization in the best
possible way and
provides the scope for
inclusion of the new
members as well.

Running head: HUMAN RESOURCE MANAGEMENT
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Acsf.com.au 2019. Australian College of Sport and Fitness. Personal Trainer Course
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