Human Resource Development, Analytics and Strategy Report for EFC

This report examines human resource development (HRD) practices within the context of EFC, a fitness center. It begins by defining HRD and its importance, followed by an analysis of HR analytics, highlighting its potential to address EFC's high staff turnover rate through data-driven decision-making, including the use of software like SPSS. The report then explores the gig economy, suggesting EFC leverage freelance workers to reduce costs and increase revenue. Work-life balance is discussed as a crucial factor in employee motivation and retention, with recommendations for financial and non-financial rewards, and the importance of surveying employees to understand their needs. The report also covers change management principles and the McKinsey 7-S framework, assessing EFC's alignment and suggesting improvements to systems, shared values, skills, and staff to enhance customer service, profitability, and employee performance. The report concludes with strategies for implementation, including training programs, CRM system development, and performance management to foster a more engaged and effective workforce.

Human resource development
Human Resource Development is the framework for helping employees develop their skills,
knowledge, and abilities, which in turn improves an organization's effectiveness. Organizations
have many opportunities for human resource development, both within and outside of the
workplace. Human resource development can be formal or informal, and it can begin as soon as
organization onboard new employees.
Human resource development is important for cultivating an engaged and motivated
workforce and leads to superior business results. Human resource development also ensures the
improved effectiveness of an organization, helping it to achieve its goals (Heathfield, 2020).
HR analytics
Even though HR departments collected data for many years, most of organization haven’t been
putting that data to use effectively. Hopefully, this is all set to change. However, until HR
professionals start to really use their data and bridge the gap between theory and practice, HR
analysis will continue to show up on trend charts.
HR analytics is a data-driven approach to identifying and analysing people-related problems.
This provides the information needed to make better decisions, which are based on objective data
rather than intuition or gut feeling.
EFC staff turnover rate is high because of competitive job market, the nature of service
organization and insufficient learning and development in EFC. EFC can use HR analytics for
that problem. For instance, we can understand why employees are not staying, or even predict
when they are most likely to leave, and find a concrete solution to reduce the high rate. This can
give EFC an idea of who is leaving and why, so we can choose our employee retention plan to
prevent the best employees from leaving (Sympa, 2019).
EFC will use computer software (technology) to measure easily for complex data and also for
HR analytics metrics: revenue per employee, absenteeism, training efficiency, training expenses
per employee. Result will be graph for each year by using SPSS software. As the HR manager, I
would like to advice to focus on customer service training program for all employees from all

EFC center online in this covid period. Then EFC will measure how effective is the training? or
not. For high turnover rate, the analytics can be tied back to the recruitment strategy, we should
hire employees who already accept the nature of this service organization (Lalwani, 2019).
Gig Economy
Gig economy is a free market system in which temporary jobs are common and organizations
hire freelancers to fulfill their short-term obligations. it is especially used by musicians.
Examples of working employees might include work patterns such as freelancers, independent
contractors, project-based workers, and temporary or part-time jobs. The workforce is
increasingly mobile, and it is increasingly possible to work remotely using digital platforms
(Rouse, 2020).
For example, some industries that include gig economy jobs are:
 Software development
 Project management
 Accounting and finance
 Education
 Media and communications
 Freelance writing
 Arts and design
 Transportation
Advantages of this economy are flexibility, greater independence, variety of jobs and Pay for
freelance workers is variable from company to company.
EFC will hire this type of workers for some classes such as Zumba class, Aerobics, cycling,
boxing and yoga. By hiring freelance class mentor, EFC can reduce cost of salary and will grow
revenue. In order to solve the customer service problem, we will hire a teacher for a short time.
That will be cheaper than instead of taking classes each employee. Employees are easy to
become demotivated, therefore we will plan for activities; hiking, biking, and swimming and
outdoor activities with gym members once a month. In these activities, we can hire, swimming

mentor and other freelancer for one day activities. By planning this, members might renew and
register next months. On the other hand, employees would be motivated on these activities.
Due to the covid, gig economy is emerging more than before and there are lots of freelancers in
also Myanmar. And also because of national economic ups and downs, people are trying to get
more job than one. Technology also supports the gig economy because people have more
opportunity to get freelance work in these industries such as IT, software, media and even taxi
driver(grab) and education (online teaching system). Even if they have permanent job, they can
accept these jobs.
Work-life balance
Work-life balance is an important aspect of a healthy work environment. Balance between
work and personal life can help reduce stress and prevent fatigue at work. Long-term stress also
carries an increased risk of depression, anxiety and insomnia, which can affect mental health.
By creating a work-life balance, employers can save money and support a healthier and more
productive workforce. Sometimes work-life balance is different to everyone, it depends on
generation (X, Y and baby boomers) (Kohll, 2018).
EFC will create work-life balance by giving financial rewards and non-financial reward. In
financial rewards, as direct cash (commissions, bonus), as indirect cash (gift, insurance, child
care, medical checkup). In non-financial rewards, job rotation, recognition, working
environment, safety and fair environment. Sometimes we should provide commissions if
members join that trainers course because they like it. For demotivated workers, we will provide
bonus or others depend on situation. Turnover rate also depends on work-like balance.
According to the current situations, we should survey to employees to be balance and especially
what they want in order to put effective solutions. Depend on surveys, we can create flexible
work schedule, job rotation, taking time off between work. We should also explain types of
leaves that they might not know such as sick leave, casual leave, maternity leave, paternity leave
and unpaid leave (Talukdar, 2020).
People want to travel more than they did 15 years ago because of social network (fb, ig), these
social networks encourage to more travel people. Therefore, EFC employees might want to
travel but they have less chance to travel and even during holidays, they are working.

Unfortunately, this is nature of service organization. But we can handle with job rotation and
unpaid leave. For instance, let them to travel with unpaid leave who want to travel and let them
to work with extra bonus who want to work by negotiating with job rotation.
Implementation of work life balance at Wal-Mart
When rising medical costs are giving trouble to many individuals and businesses, Wal-Mart
Stores Inc. announces that it will continue to work to make medical services at Wal-Mart stores
in the United States more convenient and cheaper by introducing a new program designed to
maintain good health. One feature of the 2009 plan is "Life with Baby". It is an initiative to
provide personalized tools and spouses to support healthier pregnancy and child health. The plan
also includes expanded benefits, such as four periodontal cleanings to help prevent the risk posed
by gum disease to the mother and baby. Earlier 2008, 92.7 percent of employees had health care
coverage, including 50.2 percent of employees through Wal-Mart’s plan. It gave employees the
ability to take a more active in their own health. These enhancements made its overall benefits
(health&safety, 2008).
Change Management
Change management takes many forms. Project managers view change management as the
process of getting approval for changes to a project scope, schedule, or budget. Change
management reduces the risk of companies being rejected by new systems or other changes.
change management focuses on how to help employees embrace, adopt and utilize a change in
their day-to-day work. Change Management is needed whenever the organization approach a
program or event that interrupts day-to-day operations. Change management is difficult because
it takes a long time to change attitudes and behaviors (Perkins, 2018)
Major types of change
 Incremental change
 Transactional change
 Transformational change
 Unplanned change
 Planned change

The Seven Elements of the McKinsey 7-S Framework
The model categorizes the seven elements as either "hard" or "soft":
Strategy: the organization's plan to establish and maintain a competitive advantage over
competitors.
Structure: how the organization is organized. (For instance, who report to whom by the
structure)
Systems: daily activities and procedures used by employees to complete their work.
Shared values: the core value of organization and also called “superordinate goals”. (corporate
culture and general work ethic)
Style: the style of leadership adopted.
Staff: employees and their capabilities
Skills: employees’ ability to do organization’s work and it reflects the performance of the
company (team, 2019)
EFC’s McKinsey 7s
Aligned?

Strategy Focus No
Structure Functional structure No
Systems Customer relationship management and process system Yes
Share values Profit, customer service and retention Yes
Skills Communication skills, human skills Yes
Staff staff members did not provide excellent customer service. They
need be trained and EFC will use performance management system.
Yes
Style Democratic and participate style No
Current position and alignment
EFC will not change strategy, structure and style, because focus strategy is suitable for
particular market segment and structure is also simple and already flexible. Democratic and
participate style is more appropriate among skillful trainers and employees.
EFC will change system, shared values, skill and staff. According to customer service problem,
EFC will provide monitoring and evaluating controls for staffs by giving customer service tasks
and also will create CRM system in order to get customer satisfaction and to improve customer
service. EFC need to put profit in shared values and sustainability or customer retention because
EFC center were not reaching their profit goals and human resources issues. EFC will change
skills and staff by providing training courses(communication skills and human skills) and
measuring performance.