12 PP slide- Human Resources

nehneh1

power_point.ppt

Home >Human Resource Management homework help >12 PP slide- Human Resources

HUMAN RESOURCE MANAGEMENT

Name
Class
School
Professor Name
Date

INTRODUCTION

Human resources is of great significance to an organization.
Employees depend on the efficiency of the human resource team in order to execute their jobs well.
The human resources works as a departmental team.
The Human Resource department focuses on many things including:

Training and Development

Compliance

Safety

Compensations and benefits

Recruiting new talent

Employee relations

(Mayhew, 2016)

The human resources is a great deal in the organization (Mayhew, 2016). This is because it enables things to flow smoothly within the given organization. Furthermore, human resources provides employees with the opportunity to be at their maximum level of productivity through providing them with the necessary positive environment in which they can work with appropriation as well as with smoothness and without fear of any incidences that may tend to hinder their productivity therein.

PURPOSE

The aim of this paper is to apply the knowledge of the functions of HR using the SHRM case study.
The SHRM case Study focuses on Reyes Fitness Centers, Inc.
The above named organization is a mid-sized company in US.
The company just hired a HR director.
Herein shall be a SWOT analysis of the organization’s HR domains and the functions they play therein.
More so, the challenges faced therein.

(Sherlock, 2008).

This paper focuses on analyzing the importance of HR to an organization and the functions HR does therein. To do this, herein shall be a case analysis on the basis of HR department in the Reyes Fitness Centers, Inc. and its functions with the newly hired director of HR (Sherlock, 2008). Additionally, herein shall be an analysis of the challenges faced in the organization and recommendations of how to go about the challenges.

SUMMARY OF REYES’ CAPABILITIES

Begun in 1999.
John Reyes in conjunction with three of friends started Reyes.
Reyes offers:

Full workout equipment

Personal trainers

Daycare

Classes

Restaurant

Swimming pool

Operates 28 fitness centers.

(Sherlock, 2008).

Reyes Fitness Center, Inc. was started by John Reyes in the year 1999. John invested $150,000 into the business (Sherlock, 2008). His three friends from college also invested in the business. The company offers ranging services from full work out programs with personal trainers, a close proximity daycare, a swimming pool among other things. Over the years, the company has expanded its base of operations. It currently operates 28 fitness centers in many places.

SUMMARY OF REYES’ REQUISITE EMPLOYEE COMPETENCIES

Reyes hires varied personnel ranging from professional trainers to the supporting staff.
The professional trainers hired are those with certification.
These work with Reyes’ members during 5/6 am to 10 pm.
The supporting staff include:

Housekeepers

Front desk personnel

Customer/Sales service representatives

(Sherlock, 2008)

The competencies of the employees of Reyes include a certification (Sherlock, 2008). For instance, the personal trainers need to certified professionals in order to work with Reyes Fitness Centers. The company also has some other additional staff that keep things running therein. These staff include housekeepers as well as front desk personnel and representatives who offer customer services as well as sales services.

CHALLENGES TO BE ADDRESSED

Failure to achieve profit goals.
Difficulties in retaining their customers.
Staff fail to provide good/excellent services.

(Sherlock, 2008).

The company’s strategies has many issues (Sherlock, 2008). The issues have manifested in the way the centers have continually failed to achieve their profit goals. Moreover, the company has failed to retain its customers over the years. Most customers only enroll in the centers when the fee for initiation is waved, they however fail to return to the centers. Other customers fail to return due to the quality of the services that the staff offer at the centers. They have complained that the staff offer unsatisfactory services.

SWOT ASSESSMENT CHART

HR Domains and Roles	Strength, Weakness, Opportunity or Threat?	Comments/Description on Your Finding of the Strength, Weakness, Opportunity or Threat
Human resource development and succession planning	Opportunity	The HR head has the opportunity to explore more of their goals in relations to how the align with the goals of the organization.
Risk management, safety and security	Strength	Henley ensures the centers’ safety and cleanliness in coordination with the club managers.
Talent acquisition	Threat	The acquired talent fails to offer excellent services.
Total rewards	Opportunity	The incentives administers have been a great motivational tool thus, could work with the rest.
Employee and labor relations	Strength	HR administers policies fairly.
Strategic leaders	Strength	Their strategies improve the company (Brunot, 2016).

The company has many strengths as opposed to weaknesses. The company also has a determined HR team that proves to be a great stronghold for the company (Sherlock, 2008). This is because the members of the HR department have not only the willingness but also the excitement needed to do their work. They also work hard in all their duties, more so in ensuring that the employees feel satisfied.

CONT’.

HR Domains and Roles	Strength, Weakness, Opportunity or Threat?	Comments/Description on Your Finding of the Strength, Weakness, Opportunity or Threat
Credible activists	Strength	All are focused on meeting the strategies of RFC.
Business expert	Strength	RFC has experts at its disposal.
Culture and change champion	Weakness	Changing the culture of an organization is difficult (Brunot, 2016). They lack a change champion.
HR innovators and integrators	Strength	Lori is well versed in HR practices and areas.
Proponents in HR and organizational technology	Opportunity	Boosts up diversity (Brunot, 2016).

The company has departmental leaders who are more than willing to work together towards fulfilling and achieving the strategies that RFC has (Sherlock, 2008). The company also has a poor culture that needs to be changed. Their poor culture has affected the way in which the employees function, more so in retaining customers.

SUMMARY

HR is well capable to handle its areas and practices.
The head of HR, Lori is well versed and determined to exploit new opportunities thus, improve HR’s functionality in RFC.
The HR personnel are excited to pursue new opportunities.
The HR department works hard.
The talent acquired to work in RFC do not have people skills to assist in customer retention.
The employees at RFC lack awareness of the strategies that RFC has in place.

(Sherlock, 2008).

The company has many employees who have the willingness to partake in achieving the organization’s strategies (Sherlock, 2008). However, the company has in keeping its employees at par with their strategies. Doing so makes it hard for RFC to achieve its strategies. Also, the idea to train the employees will augur well with the company considering that the employees though well certified professionals, they lack the necessary people skills that go along way in helping retain the customers.

CONT’.

The strategic leaders of RFC plan their strategies well.
The new incentive measures planned to be used in RFC is a great opportunity to keep employees motivated.
HR has many unexploited areas that may prove to be an advantage to them.
Henley in conjunction with the club managers ensures that the clubs keeps clean and safe.
The leaders at RFC are excited and willing to work together towards achieving RFC strategies.

(Sherlock, 2008).

The company’s new incentive measures will work well (Sherlock, 2008). This is because the new incentive measures have been already used to successfully motivate the sales representatives at RFC. Also, the company needs to continue working together in order to achieve more. more so, to be able to achieve its profit strategies which has proved evasive over the years.

CONCLUSION

The Human Resources in RFC completely understands their role in RFC.
The HR therein strives hard to accomplish their functions.
The SWOT analysis shows that there is more needed to be done therein considering that the company has a strong HR team.
The company can realize their strategies.

It is evident that the employees as well as the managerial body is headed to achieving its strategies at RFC. This is evident from the hard work they are inputting towards actualizing their plans.

REFERENCES

Sherlock, J. (2008). Reyes Fitness Centers, Inc.: The Strategic HR Opportunity. Retrieved on 21 October 2016, from https://www.shrm.org/academicinitiatives/universities/teachin gresources/Documents/Reyes%20Fitness%20Centers%20Inc_Stu dent.pdf.

Brunot, T. (2016). What Are HR Competencies? Retrieved on 21 October 2016, from http://work.chron.com/hr- competencies-1075.html

Mayhew, R. (2016). Six Main Functions of a Human Resource Department. Retrieved on 21 October 2016, from http://smallbusiness.chron.com/six-main-functions-human- resource-department-60693.html

It is evident that the employees as well as the managerial body is headed to achieving its strategies at RFC. This is evident from the hard work they are inputting towards actualizing their plans.