BSNS5341: Human Resource Management Assignment 1, Semester 2, 2019

This report, prepared for the BSNS5341 Introduction to Human Resource Management course, analyzes various aspects of HR management within the context of a hypothetical fitness center, FIT Gym. The report begins by examining the impact of New Zealand's employment legislation on employee engagement and organizational culture, followed by a discussion of the required skills, values, and responsibilities of an HR manager. It further explores how internal and external variables influence HR decision-making. The report then delves into the principles of the Treaty of Waitangi and their impact on employment relationships. It includes job analysis questions, an assessment of relevant job analysis methods, a detailed job description, and a person profile for a gym manager. The report also covers appropriate recruitment methods and relevant government laws for hiring a manager, providing a comprehensive overview of HR practices in the New Zealand context.

Running Head: Bsns5341 Introduction To Human Resource Management
BSNS5341 INTRODUCTION TO HUMAN RESOURCE
MANAGEMENT

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Bsns5341 Introduction To Human Resource Management
Table of Contents
Answer to Question 1.................................................................................................................3
Answer to question 2..................................................................................................................3
Answer to Question 3.................................................................................................................4
Answer to question 4..................................................................................................................5
Answer to question 5..................................................................................................................6
Answer to question 6..................................................................................................................7
Answer to question 7..................................................................................................................7
Answer to Question 8.................................................................................................................9
Answer to Question 9...............................................................................................................10
Answer to Question 10.............................................................................................................11
Reference list............................................................................................................................12

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Answer to Question 1
Effect of changes in employment legislation of NZ on employee engagement
Changes in employment legislation have a great impact on employee engagement. For
example, minimum wage of an employee has been increased by legal system of NZ
(Hcamag.com, 2019). It may have a positive impact on employees of FIT Gym. Increase in
the salary is potent enough to motivate employees to be engaged with the business processes.
Strengthening of the rights of union and collective bargaining may increase the level of
involvement of employees in a business process of FIT Gym as they are being more secure
about getting their rights. However, Morgeson, Brannick & Levine (2017) have mentioned
that reinstatement of rest break and set meal may enhance employee engagement positively.
Impact of changes in employment legislation of NZ on organizational culture
Changes in employment legislation are considered while reframing the organizational culture.
Recently, five major changes have been done in the employment legislation of NZ
(Hcamag.com, 2019). The management of FIT Gym must comply with these changes. As
mentioned by Landau & Rohmert (2017), organizational culture must be improved for
increasing job satisfaction in employees. For example, good working culture may prevent
arguments between employees and the owner of FIT Gym. Increase in the salary structure
may help this organization to motivate employees in serving better to their clients.
Answer to question 2
(i) Required skills, knowledge and abilities for HR manager
At present HR manager need to have proficient knowledge about business operations, which
can help them to recruit employees as per requirements. Moreover, Messum, Wilkes, Peters

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& Jackson (2017) stated that HR manager must have intense knowledge about different
practices like management, recruitment, and others. Different skills like organizational skills,
communication skills, and decision-making skills need to have in an HR manager. In
addition, other skills like budgeting skills and empathetic skills are essential for them. An HR
manager must be able to take essential decisions independently and guide the whole team
through leadership skills. In addition, an HR manager must have the ability to ensure
workplace safety by managing different risks.
(ii) Provision of values to gym managers by HR manager
The HR manager needs to provide value to the gym managers by recognizing their hard work
through appraisal technique. For example, on provision of customer management report and
monthly performance report, HR managers need to provide an appraisal for good
performance (Mencl, Wefald & van Ittersum, 2016). This can boost their motivation level
and encourage them to perform better. Revising the compensation and benefit structures of
gym managers regularly can also help the HR manager to provide value to them in a proper
way.
Answer to Question 3
(i) Influence of internal variable employee relations and external variable legal
requirements on decision making by HR manager
Internal variables like employee relations impact on decision-making process as in the FIT
gym decisions cannot be taken alone by the HR manager. Hence, involvement of employees
is essential for taking proper decisions. Good employee relations help to increase their level
of cooperation and coordination (Ramkumar & Rajini, 2019). The process of decision making
becomes easy if employees and managers maintain good relations among them. For example,
while taking decisions about new equipment purchase to strengthen the service provided to

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customers, it is essential to have positive cooperation from employees. This can only be
possible if there are good employee relations.
Moreover, for taking decisions properly, a manager must provide importance to legal
requirements. Legal requirements frame certain rules and regulations that need to be followed
while taking any sort of decisions. This is an essential external variable that impacts in
decision-making process and disobeying those laws and guidelines can give rise to legal
issues. For example, while recruiting employees like trainer different laws and rules
regarding recruiting must be followed. This includes equality act, anti-discrimination laws
and legal guidelines regarding daily wages and working schedules.
Answer to question 4
(i) Three principles of the Treaty of Waitangi
The three main principles of Waitangi include partnership, participation, and protection. The
principle of partnership helps to work together with other indigenous communities like Maori
and iwi. This principle encourages involving these communities at all levels like planning and
decision making. On the other hand, protection helps in protecting the values and interests of
indigenous communities like Maori. Different values, languages, and cultures can be
protected by the help of this principle. Participation helps in involvement of Maori at all
levels of education, which can help in advancement of the community (Schoolnews.co.nz,
2016).
(ii) Impact of each principle on employment relationships in New Zealand
Partnership principle is about engaging Maori community in different levels of educational
sector. This principle has a great impact on the employment relationship in NZ. Establishing
equality for Maori people is giving them the opportunity of learning and all sectors are
getting eligible Maori employees. They are able to provide an equal chance to people from

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different cultural backgrounds. The principle of protecting Maori interest, values and
knowledge have a great impact on employee relations. This principle is allowing employers
to respect cultural background of Maori people and it is ensuring learning opportunities for
Maori people within the workplace. The principle of participation is impacting on the
decision-making process in every sector of NZ. It is helping Maori people to develop
decision-making skills that can help them in future employment. Employers must include
people of this community in the decision making process as per this principle.
Answer to question 5
Job analysis questions
1. What is the main purpose of this job role?
2. How this job role does fits with strategic objectives of FIT gym?
3. What is the minimum level of formal education required for this specific job role of
gym manager?
4. What is the minimum amount of experience required in order to gain the position of
gym manager?
5. What are the basic roles and responsibilities for this job role that can help to gain the
desired objectives of the company?
6. Who the person will report and seek help in case of any requirements?
7. Which kinds of documents need the candidates must submit to show their competency
for this job role?
8. How much this role involves conducting supervision of others?
9. What types and complexity of problem solving did the job role demands?
10. What are the policies and procedures that this job role must follow to gain excellence?

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Answer to question 6
There are different methods of job analysis that can be conducted to collect data regarding the
job role of gym manager in Hamilton. Among different processes, questionnaire method of
job analysis is most relevant in this case. FIT gym has different branches and number of gym
managers works for them in those branches. Hence, it is impossible to collect data by
interviewing them personally. As opined by PourKazemi, Beigi, Kohan & Nateri (2016), if a
number of people do the same job, then a predetermined questionnaire can be provided to
them for conducting a job analysis. Moreover, in this method, the gym managers can get
appropriate time to analyze each question and provide answers in detail. Hence, unbiased and
error-free answers can be collected from them that can improve the quality of this job
analysis.
On the other hand, observation is another method of job analysis that can be adopted while
collecting data regarding the job profile of gym manager. As stated by Treweek et al. (2018),
the method of observation helps to collect data by observing an employee of same job role.
Careful observation and recording are required for this process. Different information like
activities of the person, different responsibilities that are carried out, skills that are used to
conduct the responsibilities must be noted down. These data can help to analysis the job role
properly. This is a reliable method of job analysis and data collection that has very less
chance of business. However, a huge amount of time is required for conducting job analysis
through this method.
Answer to question 7
Job description for gym manager
Position: Manager Prepared by: XXXX

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Unit: Management
Location: Hamilton
Date: August 2019
Approved by: XXXX
Purpose: to provide excellent service to customers
Reports to: Human resource manager
Responsible for Functional relationship Authorities
Recruiting
Training
Supervising
Gym manager
Recruiting manager
Office manager
Managing budgets
Maintaining financial and
statistical records
Complying with health and
safety legislation
Key results areas Performance standards Reporting requirements
Enhancing customer
satisfaction level by
providing the best service as
per customer’s demand
High rate of customer
satisfaction
Monthly performance report
to HR manager
Enhancing job satisfaction
level in staff
Improved performance
standard of employees
Monthly customer report to
the management.
Gaining maximum financial
profit from the Hamilton
branch of the gym
Low customer turnover
Table 1: Job description for FIT gym manager
(Source: Influenced by Rudman, 2010)

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Answer to Question 8
Person profile for the manager of FIT Gym
Attributes Essentials Desirable
Know-how Changes in employment
legislation and its impact on
the employees
Requirement of modifying
organizational culture
Knowledge in managing
people
Educational qualification on
management field
Knowledge regarding
employment legislation of
NZ
Long-term experience of
managing people
Skills Effective communication
skills
Patience to listen to
employees
Ability to make appropriate
decisions in any situations
Skills to build team
Technological skills
Designing good
organizational culture
Ability to make decisions
free from biases
Confident and focused
Personal attributes Ability to respect different
cultural background of
employees and customers
Ability to feel connected
with the organizational value
Personal development
through self-learning

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Ability to learn from
mistakes
Ability to accept criticism
Table 2: Person profile for the manager of FIT Gym
(Source: Influenced by Rudman, 2010)
Answer to Question 9
Two recruitment methods
Following recruitment, methods are appropriate for hiring the manager for FIT Gym.
Explanations of these recruitment methods are mentioned below,
 Engaging with passive candidates
Passive candidates are those candidates those do not show their interests in joining new
companies. However, recruiters find them after reviewing their working experience and
abilities. This kind of persons can be contacted by using social media platforms. According to
Stoilkovska, Ilieva & Gjakovski (2015), engaging passive candidates require more
investigation before contacting with those candidates. HR professionals are liable to develop
a good relationship with these people for offering them the position of FIT Gym manager.
 Video interviewing
This is an innovative method of recruitment and this method can be considered as self-
explanatory. This method may allow recruiters to use the latest technologies like recorder,
camera to interview candidates, who are living away from Hamilton. Latest video
technologies are effective in recording data and it may be reviewed letter to select the best
candidates. Additionally, Voskuijl (2017) have mentioned that video technologies help to
review body language of the candidate that may help in evaluating their personality. The

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manager of FIT Gym must-have approachable attitude and video interviewing process can
assess attitude of candidates.
Answer to Question 10
(i) Two government laws of NZ must comply while recruiting a manager for FIT Gym
Two government acts
The employment relations act 2000
This act highlights the importance of good faith behavior as the basic pillar of employment
relationship. This law helps to make a clear understanding of the value of having obligations
and rights for both employers and employees (Otago.ac.nz. 2019). The provision of this act
can be followed during recruitment of gym managers and offering employment to any
candidate. This act states that employees who have accepted the offer letter but did not start
their work have the same rights as those who are working.
The human rights act 1993
This act protects the employees of new Zealand from any sorts of discrimination. As an
employer, this act needs to be followed while recruitment. Discrimination on the basis of race
color, culture, and marital status must be avoided. Employment practices need to be done by
complying with this act. This act must be followed while writing advertisements,
interviewing, recruiting and conducting induction.
(ii) Importance of two chosen laws in maintaining employment relationships
The above mentioned act can help to maintain proper employee relationship in Fit gym. The
human rights act 1993 can help to eliminate any sorts of discrimination among their
employees. Any type of discrimination in terms of wage, sex and race can be eliminated
while recruiting managers in this gym. This, in turn, can help in improving collaboration and
coordination among employees. Moreover, the employment relations act can help to provide

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proper value and protect the rights of employees. Both employees and employers can know
their duties effectively, which can help to eliminate any sorts of conflicts.

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Reference list
Hcamag.com. (2019). Five major changes to employment law in NZ. Retrieved on 10th
August 2019, from:
Landau, K., & Rohmert, W. (Eds.). (2017). Recent developments in job analysis (Vol. 24).
Taylor & Francis. Retrieved from:
Mencl, J., Wefald, A. J., & van Ittersum, K. W. (2016). Transformational leader attributes:
interpersonal skills, engagement, and well-being. Leadership & Organization
Development Journal, 37(5), 635-657. Retrieved from:
Messum, D., Wilkes, L., Peters, C., & Jackson, D. (2017). Senior Managers' and Recent
Graduates' Perceptions of Employability Skills for Health Services
Management. Asia-Pacific Journal of Cooperative Education, 18(2), 115-128.
Retrieved from:
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Retrieved from:
Otago.ac.nz. (2019). RECRUITMENT LEGISLATION FRAMEWORK. Retrieved on 10th
August 2019, from:
PourKazemi, R., Beigi, M., Kohan, S., & Nateri, N. S. (2016). Studying three management
skills among midwifery managers of Iranian universities of medical sciences in
2015. Journal of Fundamental and Applied Sciences, 8(3), 966-975. Retrieved from:
Ramkumar, A., & Rajini, G. (2019). A Study on Innovative Recruitment Techniques and It’s
Impact on Job Seekers. Indian Journal of Public Health, 10(1). Retrieved from:
https://www.academia.edu/download/59388870/IJPHRD_January_2019_Full_Marton
o_5_Eksemplar20190525-8477-zapfz7.pdf#page=90