Sydney Metro College BSBHRM602: HR Strategic Planning Report

This report provides a comprehensive analysis of HR strategic planning for Bounce Fitness, focusing on the company's expansion plans and their impact on the workforce. The report begins with an analysis and forecasting of market trends, including the growing demand for skilled fitness professiona...Read More

Manage human resources
strategic planning

Table of Contents
Task 1 - Analysis and Forecasting....................................................................................1
Task 2 - Planning and Consultation...................................................................................2
Task 3 – Implementation...................................................................................................4

Task 1 - Analysis and Forecasting
The strategic business of Bounce Fitness emphasizes on expansion of business in the
western part of the country, targeting the city of Perth, in two years. The company
indicates investment in maintaining and enforcing steps and actions towards good client
communication and relationship management, to increase sales. The company is also
planning to appreciate the efforts of its staff and to enhance their professional growth
through dedicated steps. The company plans on providing external training resources
along with planned system for reimbursement of fees in case someone opts for higher
education in the field of fitness training and certification. The company also intends to
expand its market presence by deciding on franchising and licensing options.
The primary goal of business aligns with the mission of the company and intends to
expand its market footprint. The strategies of the company are a motivator for its
workforce, where the opportunity of growth and work would go hand in hand. Also, the
boost in educational excellence would indirectly also help improve the quality in
company performance in the long run. Research and findings of current potential in
demonstrates that the interest towards body-weight training, professional certifications
and High Intensity Interval Training are in a steep rise. Alongside the warning of market
saturation, there are also depictions of a half-decade 1.8% growth rate by 2022/23. The
latest annual growth rate is estimated to be around 2.6% on a global scale.
The observation from the trend towards body-weight training, professional certifications
and High Intensity Interval Training, the rising demand of skilled and qualified
professionals would be a boon for employees of Bounce Fitness. In order to meet the
upcoming market demand and to gain customer foothold, the core principles of ‘quality’
must be emphasized on by the company. The staff’s skills and workforce count would
also require upscaling, especially the professional certified ones. With the rise in
members, the staff requirement would have to be increased in proportion to the targeted
consumers for the chain. It has been observed that it is always best to train and develop
existing workforce, rather than hiring new employees. The staff would require Certificate
III or IV with customer management programs. A selection of a good educational
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Manage human resources strategic planning

service provider, or future collaboration with an institute to train staff can be a useful
move in the area.
Technology advancements has hit almost all areas of the industries. New and intelligent
machines, with complex built in and muscle directed workout systems are the new
concepts in fitness machines. Bounce Fitness has the objective of world class fitness
machinery in the premises which is a boon in the long run. Also, the responsibilities of
staff managing this equipment would also get complex and high if more new
technological instruments are invested into.
The extrapolated summarization of market trends where a fall in number of exercise
professionals is depicted by the Department of Employment, the numbers are
challenging. The exit is expected to be as high as 2807 by 2025, which may lead to
scarcity of resources and staff. In order to manage the rise and to balance the drop-out
numbers from the industry, the self-regulated market has a little interference from
Australian Government, in terms of consumer protection laws and trading regulations.
The deployment of Industry Code of Practice and the availability of National Industry
Training Package are intended to safeguard the consumers as well as the staff
contributing in the fitness sector. These governmental efforts for safeguarding the
employees can act as a motivator for boosting motivation and support in the
professionals working in the sector.
Task 2 - Planning and Consultation
Consultation with Center Managers, in order to expand the business intentions and to
capture and observe the current business scenario for existing or new center, the
communication can be done through email discussions for small and non-verbal
discussions. The consultation process may include feedback sessions, forums for
suggestions, scheduling discussions for customer penetration etc. Both digital and
manual methods can be used for consultation purposes. Meeting notes and memos can
be extensively used to log the details and project planning tools like MS Project can be
utilized to capture progress and decide on timeline. A sample mechanism is
demonstrated below.
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Fig 1: Email Snapshot for reference
Source: Created by Author
Fig 2: Project Planning Sample for reference
Source: https://blog.codinghorror.com/microsoft-project-and-the-gantt-waterfall/
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In order to convince the staff to for the strategically defined initiatives, many different
methods and techniques can be utilized. Majorly the company’s expansion is an attempt
to grow the business and increase sales, but it also wants to emphasize on promoting
staff skills and professional upscaling. The team can be convinced with displaying
benefits of professional growth methods, with enhanced salary structures once the
education is upscaled with certification. The opportunity to progress in the field and to
plan their personal as well as professional growth along with equal growth opportunities
is a proposition that can be presented in a well-structured manner.
The following can be the strategic objectives –
S.
No.
Objective Target Issue, if any Issue
Ownership
Cause of
Issue
Outcome
1. Development in
New Venue
Venue
Leasing and
Logistics
- Customer
penetration
- Strong
competition
- Predictions of
business
downfall
Higher
Management
High
competition
and market
saturation
Planned and
Substantial
growth
process
2. Resourcing and
Hiring Skilled
Employees
Human
Resourcing
and Skill
development
- Lack of
certified
professionals
- Exits from
industry due
to low wages
Individual
performers
Lack of
Lucrative
growth
opportunities
Development
planning and
renumeration
method
enhancement
3. Strengthening
Sales and
Marketing
Pipeline
Customer
relationship,
membership
follow-up
especially to
those who
cease to
attend
- Very high
competition
- High
Alternatives
and
Substitutes
- High
Technological
expenses
Management
Staff and
Center
Managers
Falling
customer
footfall and
profitability
on
investments
High
customer
penetration
and strong
market
foothold
4. Employee Skill
Upscaling
University
Certification
Individual
Performers
Skilled and
Professionally
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Programs Collaboration
provisions
upscaled
professional
5. Fees
Reimbursement
and
Employment
Contract
Programs
University
Certification
Collaboration
provisions,
long term
employability
contracts
- Long-term
associativity
- Hesitation in
contracts and
Legal
agreements
- Drop-outs
from program
Management
and Central
Managers
Fear of long-
term
commitment
s
Planned and
Well
monitored
policies for
employee
upscaling
6. Licensing and
Franchising
Contracts
Feasibility
Feasibility
Study
- Expensive
licenses
- Environmental
taxes and
restriction
Higher
Management
High
competition
License for
growth and
expansion
Table 1: Documentation of Plan
Source: Created by Author
To meet the objectives and targets, either an external contractor can be hired, that
would not only act as consultant but would also lead the way to devising the right action
items. The other approach can be strengthening and deploying the human resource
department of the company. The action item remains to be related to internal and
external human resource management, they can look into new hiring, recruitment,
policy upgradations for new adjustments, devising strategies for retaining existing
employees and for designing programs of skill upgrades. The department can also work
for university collaboration in case of long-term program continuity. These two strategic
actions have remained to be the derivatives for cost benefit analysis of recurring and
non-recurring costs in expansion strategy.
The risk management plan for the contingencies identified with the falling required skill
resources is simple, to develop and invest in the human resourcing wing to manage the
expenses and required staffing concerns. From the perspective of the other new center
development, various risk management and mitigation plans would be developed and
deployed. The risk management and contingency plan is attached in a separate
document for reference.
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Task 3 – Implementation
The plan can be implemented with the support of all internal team members of the
organization. This plan will not only display the internal strength but would also highlight
the possible set of weaknesses for the organization. For the strategic plan to be of
success close collaboration a nd effective teamwork would play crucial role. The work
can be executed as a hierarchical arrangement, operated under each center manager.
The center manager can then divide and distribute certain actions to internal team
members for developing, designing, reviewing and suggesting feedbacks. The inputs
from all teams can then be observed by the central management team at Cairn, who
can get in touch with the chairpersons directly.
The monitoring and reviewing of plan are essential in meeting the strategic progress,
especially if it is short time bound. The method of monitoring the progress can be written
reports and progress discussions, along with standard trackers to provider information
on all scales. These reports can be made transparent and only certain attributes can be
restricted for management use. Intermitted to progress, reviews must be aligned to
check the success and failure of each step identified. These steps can be innovated and
customized or reinvented in order to meet the objective without changing the
participating variables.
The plan of action for implementation must be adaptive and consistent. It should not be
bound and stringent. But in case of any crisis of scenario, there should always be
backup plans and other contingency procedures standing buy the actual steps to be
taken in. Each of the responsibility must be assigned to an owner and communication
should be made transparent with numbers and figures in clear sight. Frequent plan
reviews, discussions, extrapolation and progress must be discussed with all the relevant
stake holding parties. These intermittent discussions will not only keep the progress in
check but will also open a forum for constructive feedback that may not have surfaced
earlier. New ideas can be welcomed and appreciated; feedback recommendations can
be done in order to review the plan progress. For reviewing and evaluating the progress
of the plan, reporting sheets, verbal discussions, cost and financial figures, effort
monitoring can be done.
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