Employee Relations Report: BSBHRM604 for Bounce Fitness - [Semester]

This report provides a detailed analysis of employee relations at Bounce Fitness, examining various aspects of human resource management. The report begins by outlining the company's approach to business planning, strategic documents, and human resource policies, emphasizing their alignment with governmental guidelines and the importance of customer service. It explores problem identification through customer feedback and workforce input, the implementation of equal opportunity policies, and the management of family/work relationships. The report also covers risk management strategies, addressing potential issues like strikes and disputes, and assesses the effectiveness of human resource policies in managing employee relations. Furthermore, the report delves into building and maintaining a productive work culture, including job descriptions, legal requirements, and recommendations for employee information. It analyzes policies related to recruitment, retention, and satisfaction, induction procedures, and team development plans. The report also evaluates employee relations policies, addressing problem-solving strategies, training programs, and specialist advice. It concludes with a discussion of diversity management, including promotion plans, benefits of a diverse workforce, and education and communication strategies.

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Trainer’s name
Title of the Assessment
Assessment Due Date
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Part A
Question 1
a
The Bounce fitness business planning, strategic documents, human resource policies and
employee relations policies are based on governmental guidelines and supportive formats from
the agencies which hold the responsibilities for their operational advantages. The business
planning process at this organization is based on consistent evaluation and monitoring of
customer services as that is the only source of revenue generation for this organization. The
company has been evident in managing its human resources effectively through a series of
regulations and code of conduct which signify its ability to deal with a better framework across
the human resource management perspective (Bounce.precisiongroup.com.au, 2019). The
policies are framed by keeping in to consideration the various attributes and experiences from
past and thus are highly compatible to use. The employee relations policies are justified through
inclusion of aspects such as better wages and improved work conditions for the company.
b
The best way to identify a problem in any service based industry is to analyse the customer
feedbacks and attain information from the related workforce. This can ne assessed through
incorporation of a better communication channel all along the entire system. Application of
feedback analysis systems and methods for tracking development are some of the most effective
measures which can be used to justify the problem finding process.
c
Equal opportunity
The policies and regulations put in to place at Bounce fitness are perfectly incorporated to
produce a better and equal opportunities for each of its workers. In order to improve the
possibilities for equal opportunity the company has been providing information and training to
its workforce in an extensive manner (AlKerdawy, 2016). This includes real time oriented
workshops and seminars. These improve the knowledge base among the employees and enhance
their ideology towards equal opportunity factor.
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Family/work relationship
Family work relationships act as a major source of support to the employees. It keeps them
active and improves the overall performance factor for the organization. This is also related to
establishment of a better approach and design across the defined sections of workplace
management. The assessed design of work and availability of flexibility in operational models
help employees to manage their related associations with both family as well as work
relationships effectively.
Promotion of absence of discrimination or harassments
In order to maintain a healthy workplace structure, the company's major ideology is based on
limiting the discriminatory or harassment factors along its operational framework. The policies
and regulations put in to place for controlling this attribute are highly compatible with the work
design and thus initiate a better approach towards the development of suitable structure all along
the process (Babaei et al. 2015). It is largely ideal to facilitate a better relationship with the
workforce and establish effective communication across the desired channels.
d
A risk management strategy at Bounce fitness to cover strike or other potential actions as a result
of dispute must be based on existing regulations and strategies available. Firstly, the company
has a set of highly acclaimed and appreciated regulatory norms which support collective decision
making across its operational design. It has an ability to perform actions by taking consents from
each of the involved sections across the company. This possibility limits the availability of
strikes or disputes (Fairwork.gov.au, 2019). The authorized form of control which a manager has
over each of the department is liable to signify a supportive ideology for each of the system and
its related operations. Secondly, the system must incorporate additional measuring tools which
are liable to produce reflection of such actions prior to their actual happenings. This is to ensure
that the situation can be controlled prior to its extensive experience. Thirdly, the improvements at
each of the constituent level are carried out through collective suggestions and thus eliminates
chances of misconception and division in ideologies.
e
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At Bounce fitness, human resource issues are largely under control as the company has a strong
system of management involved across its operational framework. The available set of
opportunities and challenges are assessed at their early stages and thus, the effects are limited in
a larger manner. However, with the changing business processes and advancements in
operational designs, there can be some contradictions in terms of common human resource
aspects such as wages management, leadership development and differences in working hours.
These issues are common in context of human resource systems and can be assessed through
some minor changes in the operational designs (Mazzei et al. 2016).
The existing policies at Bounce fitness are completely sufficient to control and prevention
conflicts at the organization and its related aspects. The overall operability factor which is
associated with this system are based on providing sufficient support to the available framework
and can restrict the development of any specific issue across the operational design.
Part B
Question 2: Report
Introduction
Managing an organizational structure is a difficult task and especially when it is related to health
and safety aspects such as fitness centres. At Bounce fitness the overall usability factor which is
integrated with the supportive framework or designed to provide its customers a superior
experience across the services. This initiates a more ideal form of operability for both the
management as well as the employees and add up to the increased demand of managing
effectively. Factors such as building and maintaining of a productive work culture, providing
resolutions to the employee relations factor and management of diversity factors across the
defined possibilities. This report examines these attributes in concern with the related company
to provide a better understanding of its operability factors. It will help in understanding the
various approaches which are put together to manage Bounce fitness and its operations
effectively (Bortolotti et al. 2015).
Building and maintaining a productive culture
 Job description and organizational objectives
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The job description and organizational objectives are in accordance with each other as majority
of the rights and responsibilities of the employees are secured across them. The policies
introduced along with the description are completely feasible for an employee and are based on
providing better results for the organizational development process all along the defied sections
at Bounce fitness.
 Legal and organizational requirements identification
The job description and policies in action at Bounce fitness are perfectly accordingly to available
legal framework and requirements. Thus improvising a supportive ideology for a long run
development across the possible framework (Biswas et al. 2015). The overall operability factor
is liable to introduce changes in the available working ideology and thus is directly affecting
each of the defied dimensions all along the process.
 Recommendation on employee information
A regulated and time oriented employee information assessment can be ideal for framing
additional policies and justifying different aspects all across the provided sections. It will help in
boosting the orientation and growth of employees across the organization. It will also help in
keeping a track of development or misconduct performed by any of the employees during their
operations.
 Policy related to recruitment, retention or satisfaction
A policy to improvise the recruitment, retention or satisfaction among workforce can relate with
better investment in the workforce to enhance productivity. The policy should be based on
providing some leisure time to the trainers as well as clients together to enhance communication
and understanding between them (Zhu et al. 2016). It would help in building a relationship
which can be ideal for better service for the clients and regular motivation for the workers.
 Induction policies and procedures at Bounce fitness
The induction policies and programs at Bounce fitness are completely sufficient to provide better
training and development opportunities for the employees. It helps on managing consistent
learning and support to develop relevant skill set for the related workers. These policies are
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integrated with appropriate aspects of motivation, support, and learning possibilities across the
system.
 Team development plans
In order to access team development programs, the company must assess important information
and recommendations from the related aspects such as employees, employers and consumers.
The suggestion can be included after assessment in a regular interval of time. This helps in
managing the performance factor and supportive mechanism for the team and thus enhance its
development possibilities (Boulos and Zamorski, 2016).
 Evaluation of employee relations policies
Employee relations policies at Bounce fitness are perfectly placed to support the operations in an
effective manner. These are associated with development of a more ideal place to work and learn
(Mom et al. 2015). Regular changes across these aspects are directly associated with significant
development ideologies across the employee oriented benefits such as wages, working hours and
organizational environment.
Resolution to the employee relations problems
 Early identification of problems and providing solutions
Regular assessment and ideal approach for managing resources are two basic form of early
problem identification placed at Bounce fitness. These possibilities are justified by the
availability a regulated form of approach which is put in to the place for monitoring and
evaluation at their early stages.
 Human resource policies for problem solving
The human resource policies at Bounce fitness are adequate for solving problems but can be
improved in some minor ways. These improvements can be applied in areas such as information
collection from the staffs, inclusion of more wider perspective from the related workforces in
order to make better policies and asking for advices from the supervisors and managers (Bies et
al. 2016).
 Training regarding negotiation, conflict management and resolution
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Development of training programs according to the available workforce and according to their
requirements and recommendations can be an important factor for the development. As workers
and employees are mainly associated with conflicts and resolutions, they can be treated as the
core responsible authorities for making policies to prevent these activities (Mathieu et al. 2017).
 Policies for specialist advices
Specialist advices are to be taken in to account at time of need and when sufficient uncertainties
are incorporated across its operational dimensions. In addition to this, the specialist advices must
be framed on the basis of previously assessed ideologies and considerations. These can be
termed as the most significant form of operational designs which are involved all along the
provided frameworks (Estévez et al. 2015). The overall operability aspect for these policies can
be determined by the primary workers as they are the ones who closely relate with issues during
operations.
 Improvements in conflict resolution process at Bounce fitness
In order to improve the conflict resolution process at Bounce fitness, the authorities must take in
to consideration a sufficient amount of information from each of the diversified sections. It can
help in managing the varied form of operation all along the process. Having a detailed
understanding of the various proceedings in an organization like Bounce fitness can led to
limited conflicts and secure ways for their respective solutions (Lundgren and McMakin, 2018).
Diversity management
 Diversity promotion plans
In order to promote diversity, adequate training and education is required across the
organization. The company needs to establish better hiring mechanisms for boosting its all
dimensional diversity acceptance in terms of recruitment. Inclusion of diversity management at
each level of operation are another major factor which can boost diversity management
possibilities at Bounce fitness (Selvarajan et al. 2016).
 Benefits of having diverse workforce
A diverse workforce supports development, sincerity, effective relationships across the
workplace and supportive communication channels for development at individual as well as
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collective levels. This helps in guiding the process of diversity across the organization and its
operations through a more reasonable form of operation (Crane and Livesey, 2017). The overall
operability factor which is associated with a diverse workplace is also important for managing
conflicts in a more functional and idealized manner.
 Education and communication plan
In order to educate and communicate effectively at Bounce fitness, timely and sufficient resource
allocation is required. This is to maintain a better operational design across the defined sections
and provide opportunities for improvements across the available resources. Regular meetings for
securing the operational liabilities which are linked to education and communication factors are
put in to place for a better approach (Trinkner et al. 2016). The management must consider
taking in to account a series of offsite interaction techniques which can help in building better
relationships across the employees and the employers.
 Changes to the plan
A significant change required in the plan is the time interval between which it is taking place.
The operations and procedures must be taken care in a more frequent time segment to boost the
entire operational ideology which is inclined towards the process (O'Neill et al. 2016).
Conclusion
This report explains some of the major factors which must be taken in to account for
development of some of the most important aspects related to organizational development
process. Factors such as diversity management, employee relationship management, building and
maintaining of a productive culture and strategies for policy development are assessed across the
topics in this report. The suggestions and recommendations made under this report justify the
operational needs and responsibilities which are available across the system and are crucial to
maintain a more convincing form of operation for the respective company. This report reflects
the present conditions of human resource management and policy implementation factors which
are related to the organization.
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