Human Resource Management for Fitness Centre Manager

The provided document is an assignment that delves into the realm of human resource management, specifically focusing on a fitness centre manager's role. The content covers various aspects such as recruitment tools like internal and external selection processes, personality tests, ability tests, job fairs, and other techniques. It also emphasizes the importance of effective induction strategies for the new manager to settle in their role and not leave the organization. Additionally, it discusses how the current state of the UK employment market might affect the resourcing strategy for the fitness centre manager.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
.........................................................................................................................................................8

INTRODUCTION
Human resource management is a process and a strategic approach to the effective
management of an organisation and its staff or workers so that they can help the company to gain
competitive advantages and run its business properly. It help in managing employees and it can
involve hiring, firing, training and motivating employees. This essay is based on a fitness
company, Energie Fitness Gym Highbury and Islington (Alfes and et. al., 2013). It is a UK based
fitness franchise company which is founded by Jan Spaticchia in 2003 and the business operates
two health club brands Energie Fitness Clubs and Energie Fitness for Women. In this essay
discussed about the role of HR planning in the resourcing and importance of the job analysis
stage. Internal and external recruitment tools and selection techniques are also defined for hiring
the fitness centre manager. The importance of an effective induction and retention strategies to
ensure that the fitness centre manger effectively settle in his new role are discussed in this report.
The current state of the UK employment market and how it might affect the resourcing strategy
for the fitness centre manager are also described.
MAIN BODY
HRM is the process of recruiting, selecting, hiring firing, inducting employees, providing
orientation, imparting training and development, appraising performance, providing benefits
related to safety, welfare or health issues and maintaining proper relation with employees or
trade unions. HR is the important person in an organisation who help the company to manage its
functions. HR planning is a part of human resource process and the objective of HRP is to ensure
the best employee while avoiding manpower shortages or surpluses. There are some steps of the
HRP process such as assuring adequate staff levels, matching skills and current organisational
needs, building an ethical business culture, finding team players and identifying employees ready
for advancement. In Energie Fitness Gym Highbury and Islington, the management use these
steps when it hire a new manager. Assuring adequate staff levels, it is the primary function of
HRP and company do analysis to find out that there are any required of employees to complete
all the work required to meet the organisation's goals. Entergie fitness can use it for finding out
the vacant seat of HR manager and organise recruitment process for it (Armstrong and Taylor,
2014). Matching skills to current organisational needs, In hiring or recruitment process, the
fitness company can match the skills and knowledge of candidates with the HR manager so that
1

company can find out good talent which is beneficial for the company. Addressing the
company's needs, the management can select the candidate fro the HR manger designation.
Building an ethical business culture, in this step the hiring manger can asks candidates
that how they have dealt with ethical dilemmas and problems on the job so that they can help the
company to create a ethical business culture and achieve organisations goals (Berman and et. al.,
2012). Finding team players, it is an difficult aspect to find a team player that new hires will fit
in with existing members of the company. When the company select candidate, the hiring
manager is responsible for that the candidate should be team player and capable to do work in a
group. Identifying employees ready for advancement, the hiring manger select a candidate
which is ready to move up in the organisation and work for the organisational growth. It is the
responsibility of the hiring manager that the candidate ho select by him in Energie fitness, are
ready for advancement. The Energie fitness company can use this process to identify a HR
manger who are responsible and capable for overall running of that fitness centre. The company
can analyse the organisation's needs which can be fulfil by HR manger and identified candidate
whose skills are match with the current needs of the company and capable to work in team and
have skills to solve ethical dilemma when it occur within the fitness company.
Job analysis is the process of gathering and analysing information about the human
requirements of jobs as well as the context in which jobs are performed. It can be a process to
identification and determination in detail the particular job duties and requirements and the
importance of these duties for that particular job. In Energie fitness, job analysis is important to
gather information about knowledge, skills, abilities and other characteristics that are needed for
HR manger position. For Eergie Fitness it is important because it help the company to identify
vacant position and manpower planning so that company can find a candidate with appropriate
knowledge and skills and help in the organisational growth. For searching a good qualities and
skilled candidates company can organise recruitment or selection process. In which Energie
fitness, can find a capable candidate who match the requirement of that vacant post. Selection of
the right candidate of HR manger post can only done with the help of job analysis. It provide
valuable information to develop training programmes and helpful for providing information
about various important techniques to be used in career development of employees (Bratton and
Gold, 2017). In Energie fitness, it is the foundation for job evaluation and provide information
2

that how much compensation and other financial and non financial benefits to be associated for a
job.
The significance of job analysis is that it provide details information on working
condition and tries to make improvement in safety or welfare measures (Buller and McEvoy,
2012). It provide information which enables the management to change jobs in condition of
transfer or promotion and it enables HR manger to develop a long term strategic plan in all
concerned areas of HRM. In Energie Fitness, it can be conducted for organisational planning and
identifying vacant position so that the company can fill it by organising recruitment an selection
process and find a HR manger for the company. With the help of it the company can arrange
training development program to increase and enhance knowledge or skills of HR manger. It
help in salary and wage administration and providing various benefits such as health insurance,
bonus and others.
In Energie Fitness, after doing job analysis for searching or identifying vacant position
within the organisation, company can organise recruitment and selection process for fill that
vacant seat according the company need. Recruitment is process of attracting, short-listing,
selecting and appointing suitable candidates for a job within an organisation. Fitness company
can do this process to search a HR manger for vacant position. There are two types of
recruitment which can be done for searching a capable candidate for vacant position. Internal
recruitment, is takes place within the concern or organisation. Energie fitness can use this
method when it have any skilled employees, the company can promote him for HR manger
position. In internal recruitment any employee can transfer for the vacant position or company
can do re-employment of ex-employee for filling the seat of HR manger. Internal recruitment is
important because there are not any chance to leakage any information. External recruitment,
is a process in which the company give advertisement for the vacant position and arrange hiring
process. Energie Fitness company can use external source of recruitment such as employment
agencies, educational institutions, recommendations and others. Fitness company can use this
recruitment because it is important for the company because there are opportunity to bring in an
entirely new perspective and talent (Chang, Wang and Huang, 2013).
Selection is a process of interviewing and evaluating for a specific job and selecting and
individual for employment which based on a criteria. It can be a process of selecting or picking
the right candidate through selection process, who is most suitable for a vacant position in an
3

organisation. Enerie Fitness company can use this method or process to choose a right candidate
for HR manager position (Jackson, Schuler and Jiang, 2014). Selection is an important process
for fitness company because hiring good resources can help increase the overall performance of
the organisation and help in selecting right candidate for the HR manger profile. There are
various selection techniques which can be used by fitness company to find a better candidate.
Personality test, in this technique the company measure the personality characteristics of the
candidate related to that position for which the hiring manger hire candidate to future job
performance. In this, hiring manger of the company basically measure five personality
dimensions: extroversion, emotional stability, agreeableness, conscientiousness and openness to
experience. Application forms, it is a technique which is commonly used by various companies.
These forms assess background information by application to analyse candidate's behavioural
reliability, integrity and personal development. Intelligence tests, it is also like personality tests
and paper or pencil based assessments and use by companies to measure candidates general
mental ability and intelligence. These tests include time limits and involve mathematics or
scientific problem solving. Career Fairs, this technique also known as job fair and provide a
chance to meet employers face to face to learn about opportunities. In this technique, hiring
manger of the company can meet hundreds of interested candidates in a short time and can
search or select good and capable candidate for the vacant position. Energie Fitness company can
use selection techniques for hiring HR manager and search a right person who has ability,
characteristics, knowledge and skills according the position of manger.
Energie Fitness company can use or organise both recruitment and selection method for
searching the right candidate to fill the vacant position of HR manager. This company chose
external recruitment because this type of recruitment provides an opportunity for bringing a fresh
talent from the outside that can help motivate current employees to produce and achieve
objective of the company. If this company recruit externally, it opens the organisation up to a
larger pool of applicants which increase the chance of finding the right person for that position.
After hiring or selecting candidates every organisation organise induction program. I t is
an important process because it provides an introduction about the work environment of the
company and set up of the employee within the firm. It also defines and covers the employer and
employee rights or terms and conditions of employment (Jiang and et. al., 2012). It is important
beneficial for the company and hired candidate because it provide information to candidate about
4

the company, its workplace or environment and terms and conditions or policies. For Energie
Fitness it is important process because by this program, new candidate assimilated in to
workplace culture and understand their values and duties. By induction training process company
can identify employees problems, confusions and queries which can be solved in this induction
program and company reduce employee turnover and increase staff retention (Kim, 2012). It is
important for this fitness company because a comprehensive induction program help the new
candidates get all the necessary information about the company and clarifies the company's
expectations on him. It help the new candidate in establishing good communication with the
organisation and other employers. Good induction program facilitate new recruit to contribute to
the organisation effectively.
Retention strategies are policies and plans which are follow or use by organisations to
reduce employee turnover and ensure that the employees are engaged and productive with the
company long term. Energie Fitness can use these strategies to stop or reduce employees
retention. There are some retention strategies which can be used by this fitness company to
reduce employee turnover. Training and development, in every organisation employees want
the possibility for advancement. If there are need of improvement in skills and knowledge the
fitness company can organise training and development program for its employees. If company
provide training to them for their growth an development, they will be motivate and do their
properly with more efforts and they will not leave the organisation. Communication and
feedback, if the senior of the company, properly interact with their employees and get feedback
to them about the work and organisation or involve their ideas, suggestions in decision making
process they feeling valuable and show loyalty towards the company. Salary compensation and
reward systems, in organisation every employee want to feel appreciated for their work. If
Energie Fitness can rewarded and provide bonus or gifts for their good performance, they will
loyal for the company. Attractive compensation package is also play an important role in
employee turnover, if the company includes extra benefits such as bonus, paid time off, health
benefits, retirement plans and others perks with salary, it also reduce the employee turnover (Nel
and et. al., 2014).
If Energie Fitness company use these retention strategies, it can stop its employee
turnover and attract new employee which is hire as the post of HR manger, did not leave the
organisation and show loyalty towards the organisation by doing work till a long period of time.
5

With the help of training and development program the new candidate can easily settle in its new
role and improve its skills and knowledge towards that role or position.
Employment and job market is the market in which employers search for employees and
employees search for jobs or it is not a physical place (Purce, 2014). The current information
about the UK employment market is that there are an estimated 32.48 million people in work and
the employment rate was 75.7% (according October 2018 and the proportion of people aged
from 16 to 64 years). According latest record, the average weekly earning for employees in
normal terms increased by 3.3% both including and excluding bonuses.
High number of new jobs proves the UK the jobs boom is not over yet but the economy's
ability to keep creating new jobs is waning (Renwick, Redman and Maguire, 2013). The working
6

age population is 34.3 million and the employment rate is at a record high 75.3%. The employer
in UK who currently have vacancies 70% report that at least some of their vacancies are proving
hard to fill, higher than in summer 2018(66%) and spring(61%). Both recruitment and retention
are proving a challenge within a tight employee market with 44% and saying that it is very hard
to fill these vacancies and 34% finding difficulty in retaining staff over the past 12 months.
Employment market is basically a place where employee and employer intact with each
other for job purpose (Alfes and et. al., 2013). The main purpose of it to develop an
understanding of the conditions and salaries for that individuals work and the expectations which
they have of employers. The employment market effect the resourcing strategy of Energie fitness
company in positively or negatively. Demand for employees is linked to the economic cycle,
increasing in boom times and decreasing in recession. According the various studies and report,
the negative outcome of immigration in the UK employment market is not only inconsistent and
increased overall national income. Importance of effective induction and retention strategies are
described in ensuring that the fitness centre manager settles in his new role of HR manger and
not leave the organisation. The current state of UK employment and how it affect the resourcing
strategy for the fitness centre manger are also defined in the essay.
CONCLUSION
In this report it is concluded that the role of HR planning in the resourcing process and
discussed about these process that how it use in fit centre. Various stages of job analysis and
their importance for fitness centre that why they con ducted by this company. Recruitment tools
such as internal and external both are defined for the company and the selection process and its
techniques such as personalty tests, ability tests, job fair and other are explained in the report in
context of Energie fitness company. Importance of an effective induction and retention strategies
for the fitness centre manager that the new manger settle in his role and not leave the
organisation. The current state of the UK employment market and how it might affect the
resourcing strategy for the fitness centre manager are also described.
7

REFERENCES
Books & Journals
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E.M., and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Chang, W. J. A., Wang, Y. S. and Huang, T. C., 2013. Work design–related antecedents of
turnover intention: A multilevel approach. Human Resource Management. 52(1). pp.1-
26.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Jiang, K., and et. al., 2012. Clarifying the construct of human resource systems: Relating human
resource management to employee performance. Human resource management review.
22(2). pp.73-85.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp.257-279.
Nel, P. S., and et. al., 2014. Human resources management. Oxford University Press Southern
Africa.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals).67.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Online
Human resource management. 2019. [Online]. Available Through:
<https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>.
8