Comparison of the information presented by the HR manager and the topics discussed in the course: Compensation and benefits 

Individual conclusion: Include your takeaways from this activity 

i Task 1: Knowledge Questions

   

Question 1

Read the document “7 HR best practices” provided on Canvas under additional information. What roles Human Resources can play in the formulation and implementation of an organisation’s strategic plan?

 

 

Question 2

If Bounce Fitness decided that in order to be effective it must develop high performing self-managed teams. Name common human resources practices that could be adopted to support this direction.

 

 

Question 3

Read through The Fitness Australia business Principles and Guidelines and the National Fitness industry code of practice, provided on Canvas under additional information. 

List the types of emerging practices or environmental trends that could impact on Bounce fitness staff.

 

 

Question 4

1. What types of information would Bounce Fitness needs to consider when predicting future labour needs?
2. Describe strategies that could be used to agree on human resource philosophies, values and policies with Bounce Fitness Managers
3. List options for sourcing Bounce Fitness labour supply and skill requirements.

 

 

Question 5

Describe the benefits and disadvantages of using one of the following options for the provision of human resource services.

1. External provision by a consultant or contractor or
2. Outsourcing the work to an external service provider or
3. Allocating the work to existing staff

Benefits Disadvantages

External provision by a consultant or contractor 

Outsourcing the work to an external service provider 

Allocating the work to existing staff 

 

 

Question 6

1. How could new technology be used to support human resource plans for Bounce fitness? 
2. Give examples of risks that need to be managed in relation to a strategic human resources plan.

 

A) The use of technology provides a positive impact in the Bounce Fitness and enhances a high productivity. The entire operations could be carried out easily using the advanced technology with the help of dedicated staff members. The entire working among the newly recruited members could be understandable and the completion of the activity becomes very less. The use of technology reduces the workforce in the Bounce Fitness and makes a better mode of practices in the working. The chance of error becomes less from the use of technology and enhances a better skill.

 

Question 7

Refer to the “Annual Strategic Human Resources Plan documents for Bounce Fitness” provided on Canvas under additional information. Name its key elements and requirements. 

 

 

The aim of this task is to analyze a contemporary industrial relations issue using relevant theory.
Students will select a recent Australian case with implications for employment relations. Examples are:

•  Australian Cricketers – ACA (2017)
• Chemist Warehouse – NUW (2019)
• DP World – MUA (ongoing)
• Port Kembla Coal – CFMEU (2016-2019)
• Alcoa – AWU (2017-2019)

Your Task

1. Provide a brief history and context of the case. You should outline the nature of the issues, show the significance of the case, and the outcome of the bargaining or predictions of possible outcomes.
2. Examine the views and positions of the different parties or actors in the case and how these relate to each other.
3. Outline any relevant legal, political, social, economic or technological aspects to the issue and how these factors shape the issues.
4. If you were a neutral consultant on the case, what solutions or policy recommendations would you put forward in order to safeguard both economic productivity and workers’ voice and welfare?
5. Utilize relevant theory and literature to explain the underlying causes of the issues and possible solutions.

Length – 1500 words (excluding the reference list) (+/- 10%)

I need help writing an APA formatted analysis on cost savings regarding HR decision making processes.

** I will provide the Capsim Simulation login info for utilization of decisions and reports  

Part 1: Using this week’s course readings and supplemental readings, summarize (1-2 paragraphs) the importance of reviewing ROI for investments in human resources

Part 2: How much of a cost savings might you expect in the seventh year? What are the savings for all 6 years?  What are the Recruiting and Training costs? Would the total cost savings justify the necessary expenditures in recruiting and training made over time?

Part 3: Assume your turnover rate doubles and no increase in workforce size. Are the Recruitment and training costs still justified?

Primary Task Response: Within the Discussion Board area, write 350–500 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear and use examples to reinforce your ideas.

This week, the discussion will focus on contingency theory. This theory has been most recognized by the work of Fiedler. Research the work of Fiedler on contingency theory, and respond to the following questions:

• What is your understanding of contingency theory?
• Why is authentic leadership important to contingency theory?
• Describe the differences and similarities of path-goal theory, Blanchard’s      situational theory approach, and Fiedler’s contingency theory

In addition to addressing all requirements of the assignments, model answer includes the following:

• Contingency theory is based on the premise that leaders      understand the situation in which that they would be most effective.      Authentic leadership requires a commitment to undertaking a journey to      better understand oneself and leadership style.
• Your answers may vary. However, theories are measuring      different things. Where Blanchard is measuring the overall effectiveness      of a leader’s ability to address each situation with the style needed to      be successful, Fiedler is measuring where the leader is most effective and      states that a leader is not effective in every situation.
• There are similarities in the approach of assessing a      situation and recognizing potential gaps in subordinates and then applying      the leadership that would fill those gaps. Path-goal theory focuses on 4      varieties of leadership that are different from situational theory:      directive, supportive, participative, and achievement-oriented. Where      Blanchard focused on how situational theory provided the best leadership      for a specific situation, path-goal theory describes the influence on the      subordinates’ performance.
• Path-goal theory includes motivational theory, which is      important but is not an emphasis on Blanchard’s situational leadership      theory.
• If leaders want to be effective, they must be able to      give subordinates what they need to compensate for the gaps in      subordinates’ abilities (these gaps are found in the subordinates’      characteristics) and make changes based on the type of tasks. The goal is      to use the leadership style that best motivates the employee to be      effective in his or her job.

Additional Resources:

• Bayan, Y. F. (2018). Application of path-goal      leadership theory and learning theory in A learning organization. Journal      of Applied Business Research, 34(1), 13-22.
• Bickle, J. T. (2017). Developing Remote Training      Consultants as Leaders-Dialogic/Network Application of Path-Goal      Leadership Theory in Leadership Development. Performance Improvement,      56(9), 32–39.