HR
Madness
assignment_1.pptxRFC Assessment
Introduction:
Reyes Fitness Company is a growing mid-size U.S. company in the Southeast in the fitness club industry. Currently, the company is looking for ways in which the value of HR can help the company meet its current strategic goals and competitive advantage of serving in a market where the whole family can come to enjoy fitness and social activities. RFC is looking for a way to address its employee social skills and poor member retention rates by looking for ways in which the future goals of the HR department can link with the organization’s strategic goals. To solve this issue, the initiative is made to implement a HR scorecard that is expected to present HR's new goals while also identifying how these goals can be measured and contribute to the organization's goals. Ultimately, this analysis means to observe and apply the process of the HR scorecard and how the value of these HR goals will help achieve future success in the company’s market initiatives.
Purpose of the Presentation
This presentation seeks to conduct a SWOT Analysis on RFC Inc
Propose recommendations for changing the existing HR Domains.
Describe how proposed domains can add value in performance areas
Describe if the recommendations add value to the areas of people,
performance, information and/or workflow.
Describe ways to institutionalize best practices in the recommended
areas.
Design an effective So That Statement for the HR function.
Justification and summary for domains and recommendations.
The ground work:
RFC is owned by John Reyes
They start in 1999
28 facilities and over 900 employees
The first center is located in Raleigh NC
The fitness Industry has slow down in the past few years
Lori Patrick became director of HR in 2005
The centers offer a variety of workout equipment, exercise classes, personal trainers, an outdoor pool, on-site daycare, and even a small restaurant.
Currently RFC has the third highest gross revenue. As a mid-size company, this indicates a very strong performance as the company’s with the higher gross revenue are large-sized fitness companies with recent expansions and acquisitions. RFC has been able to build it centers from private investments from 19990to 2007.
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Organization’s Capabilities and Requisite Employee Competencies:
RFC has positioned itself as a place where the whole family can enjoy fitness and social activities.
RFC’s strategy is to attract families by offering a wide variety of fitness offerings including cardio equipment; free weights and circuit training weight machines; personal training; and exercise classes (such as Pilates, yoga, stationary cycling, etc.).
Organization’s Capabilities and Requisite Employee Competencies:
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 | strength | Lori runs this department with wisdom and expertise |
| Risk management, safety and security | strength | The board covers this by making decisions |
| Talent acquisition | weakness | The company lacks in looking for special talents |
| Total rewards | strength | There is a fair reward for every employee. |
| Employee and labor relations | weakness | The employees don’t even understand the strategy of the company |
| Strategic leaders | Strength | The board and the managers are well conversant and equally able |
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.
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CONT’.
| HR Domains and Roles | Strength, Weakness, Opportunity or Threat? | Comments/Description on Your Finding of the Strength, Weakness, Opportunity or Threat |
| Credible activists | Weakness | There are no activists lobbying for this business |
| Business expert | strength | Lori and her team are experts at human resource management |
| Culture and change champion | Weakness | For change to occur in this business there must be a complete decision making process that takes years to approve viability |
| HR innovators and integrators | Strength | The HR department runs the company and its success is based on it |
| Proponents in HR and organizational technology | Weakness | Organizational technology is not evident in the HR department. |
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.
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Conclusion:
RFC will continue to focus on improving current facilities
No new facilities opening
Using HR and Lori to improve current issue within RFC
RFC will look at rewards for member renewal
Improving customer/employee satisfaction
Using current resources to attract new members
Training and development
Using Scorecard
Improving overall customer satisfaction
Reference:
Duggan, T. (n.d.). How to Implement an HR Scorecard in a Business Organization as an HR Management Function. Retrieved from http://smallbusiness.chron.com/implement-hr-scorecard-business-organization-hr-management-function-11561.html
Sherlock, J., Ph.D. (n.d.). Reyes Fitness Centers, Inc. Retrieved from https://www.shrm.org/academicinitiatives/universities/teachingresources/Pages/ReyesFitnessCenters,Inc.aspx
Tool Team, M. (n.d.). SWOT Analysis: Discover New Opportunities, Manage and Eliminate Threats. Retrieved from https:// www.mindtools.com/pages/article/newTMC_05.htm
