Reyes fitness centers: role of hr in the business function (A CASE STUDY)
INTRODUCTION
Reyes Fitness Centers Inc.(RFC) is a growing mid-sized company, based in the U.S whose activities major in the fitness club industry (Sherlock, 2008).
This presentation gives an overview of the company’s Human Resource (HR) function and how it is related to business side of the company.
Specifically looks at how its Human Resource Department is tied with the strategic goals of the company:
It looks at its:
Organizational capabilities
Requisite RFC employee competencies
Organizational challenges
Assesses its SWOT.
Founded in 1999 by John Reyes, the company has grown to over 28 centers in various parts of the U.S as of 2007 (Sherlock, 2008). It has experienced the exponential growth that the entire fitness center industry experienced in the 1990s up to the point where main markets have now become saturated, slowing down the expansion of most fitness centers. Its Human Resource department is tasked with coming up with strategies that will help improve the business’ bottom line and ultimately be consistent with the long-term strategic goals of the company.
2
RFC’s capabilities and employees’ competencies:
The Capabilities:
Ideal fitness centers for families and couples. Unlike its competitors that focus more on body-building services, the company has customized its centers to make them suitable for families as a whole to use their facilities (Centers have customized lounges with TVs and even a restaurant) (Sherlock, 2008)
Its membership costs are affordable to its upper-middle class target market, giving it a competitive advantage. Most of its members have given feedback that they have no issues with the membership costs. This encourages membership renewal and retention.
Adequate number of professional and support staff in various departments.
Business focuses on revenue growth rather than expansion
The overall business strategy is that the company is focusing more on growing its revenues. This is different from most of its competitors who are acquiring smaller fitness centers and opening up new centers. Focusing on growing revenues has more direct impact and potential on growing profits and its bottom line as well.
3
RFC’s capabilities and employees’ competencies:……………………(CONTD.)
Employees Competencies
Good teamwork practices: All the employees from the senior management to the junior-level staff work together in synchrony on particular objectives. There exists clear command structures with good employee relations nonetheless within the company (Sherlock, 2008).
Adequate customer-serving skills. Its employees’ especially those who deal with clients directly, for example the personal trainers, are qualified and demonstrate competent customer-serving skills.
Its staff are certified, knowledgeable trained and qualified for the positions they hold. Most of its employees such as its Human Resource director (Lori) are well-trained with some possessing str ...
This document outlines a human resource management plan for Motors and More, Inc. It includes sections on the company background, HR strategic plan, staffing strategy, total rewards strategy, training and development strategy, performance management strategy, and HRIS. The company is experiencing rapid growth and will need to expand its workforce significantly and develop its first HR department. The HR strategic plan focuses on developing the HR department, recruiting and retaining a more diverse workforce, and integrating HR concepts throughout the company.
MacroEnterprises Case StudyHRM498Miriam Dozier.docxsmile790243
MacroEnterprises Case Study
HRM/498
Miriam Dozier
INTRODUCTION
Human resource is a management function that aims at maximizing employees performance with regard to the organization’s set objectives.
Focuses on the management of individuals within an organization.
Human resource exists as one of the departments within a given organization.
It performs various activities ranging from recruiting employees, development and training, performance appraisals to monitoring employee benefits.
It also look into matters concerning industrial relations, organizational change and transformations.
Human resource management covers the following areas, job designing and analysis, workforce planning, selection and recruitment, development and training, compensations and legal issues. Human resource management walks hand in hand with human relation movement and focuses on issues of strategic management.
2
WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Some people might argue that human resource management is not an important part of a vast business , the truth is, HR plays an important role in macro enterprises.
Human resource enhances the skills of employees within an organization, through this, the employees are able to meet the demands of the business.
Meeting the business demands by employees results in the rise of profit margins.
Human resource helps in improving the productivity of a given firm and employee satisfaction as it decreases the chances of employee stagnation and monotony.
Human resource boosts productivity through training of employees. Training helps employees to acquire confidence thus making them ready to handle challenges associated with business demands and production, the end result of all this is that, the organization ends up making lots of profits.
Profitability is one of the fundamental reasons why human resources management should be a strategic business partner. Full participation of all departments within an organization through the collaborative actions of the human resource department, promotes maximum reaping of profits by an organization.
3
WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Another key reason as to why human resource should be a strategic partner at a macro enterprise relates to issues concerning funds within an a organization,
Human resource can justify the usage of funds within a business enterprise.
For instance, it can justify why a certain project requires a certain amount of funds and why a certain amount should be allocated to certain projects and not others.
It can help in proper distribution of an organizations financial resources.
Through human resource, funding of training, implementation of competitive salaries, employee development programs can be effected.
Human resource department, looks into the welfare of employees, through the implementation of beneficial activities, the companies competitiveness and position rises thus attracting ...
Effective Human Resource ManagementPurpose of the pr.docxSALU18
Effective Human Resource Management
Purpose of the presentation
Improved performance and the role of Human Resource Management is more and more popular topic. Business pressures are ever-increasing, and firms are now required to become more effective and efficient as well as executing better business strategy so as to remain competitive (Sims, 2002).
The presentation aims at highlighting the SWOT analysis, recommendations on how to add value to an organization as far as the from employee performance, workflow and the flow of information are concerned.
SWOT analysis
Active wellness program
Strong leadership
Annual performance goals set for each employee for bonuses
Professionalism
High instances of workers’ compensation claim
Financial cutback
Weaknesses
Strengths
SWOT Analysis
Opportunities
Last year’s strategic planning process identified knowledge management as an area for organization-wide improvement
Ongoing exploration of Canadian and European markets
Addition of idea blogs to the company’s intranet
Improved exit interview process.
Threats
A layoff of newly hired employees which is likely to harm the company’s reputation in the society and render recruiting difficult when the economy grows.
Because the staffing forecast is based on sales numbers, which is inconsistent, The hiring freeze may not be sufficient.
Heavy reliance on one client is a significant worrying source for the Managerial team.
Proposed recommendations
Creating of emphasis on Employee Development
One of the organizational goals has been to be a strong supporter of employee development.
The employees are encouraged to attend training seminars with tuition reimbursement available for college-level courses that are related to every employee’s particular task.
New Pay Structure:
The organization should ensure a Broadband pay structures that would encourage the development of broad employee skills since non-managerial jobs would be appropriately valued and skill Development rewarded (Sims, 2002).
Additionally, a broadband pay structure can stand a changing market and pricing conditions, hence less costly to administer and manage over time. They also provide significant non-promotional income opportunities for workers
Proposed recommendation
New Training
A company can improve its employee training by the use of instructional media which can support both near and far training. Self-management strategies like goal-setting can help learners plan about how they will use their knowledge and skills in the work set up (Lawler & Boudreau, 2015).
Involving managers and peers to support training transfer offer learners with opportunities to apply their newly acquired skills in their work practically.
Value added
The recommendations add value to the areas of people, performance, information
and workflow. For instance, announcing more opportunities and the training enables
sharing of ideas. It improves efficiency (Scarpello, 2008) ...
Financial management & HR strategy tayeeb ahmed khantayeeb khan
This document discusses the importance of aligning an organization's human resource (HR) strategy with its financial management and business plans. It provides guidance on developing an effective HR strategy that supports long-term organizational goals. Specifically, it recommends that organizations: 1) Define their long-term goals and current staffing structure, 2) Assess if the current staff has the skills needed to achieve goals, and 3) Determine if the organizational culture supports the strategic aims. The document stresses that the HR and finance departments should have a close working relationship and aligned responsibilities to effectively manage resources and achieve performance objectives.
1) Getting talent on the right track requires a long term talent strategy rather than quick fixes, which can perpetuate a cycle of catching one's own tail.
2) Building a robust talent bench through a 5+ year strategy that identifies critical capabilities and allows flexibility is key to absorbing short term issues.
3) Developing a talent culture through leadership commitment, measurement, and forums for discussing talent can help ensure the right people are identified and developed for key roles.
This document outlines a human resource management plan for Motors and More, Inc. It includes sections on the company background, HR strategic plan, staffing strategy, total rewards strategy, training and development strategy, performance management strategy, and HRIS. The company is experiencing rapid growth and will need to expand its workforce significantly and develop its first HR department. The HR strategic plan focuses on developing the HR department, recruiting and retaining a more diverse workforce, and integrating HR concepts throughout the company.
MacroEnterprises Case StudyHRM498Miriam Dozier.docxsmile790243
MacroEnterprises Case Study
HRM/498
Miriam Dozier
INTRODUCTION
Human resource is a management function that aims at maximizing employees performance with regard to the organization’s set objectives.
Focuses on the management of individuals within an organization.
Human resource exists as one of the departments within a given organization.
It performs various activities ranging from recruiting employees, development and training, performance appraisals to monitoring employee benefits.
It also look into matters concerning industrial relations, organizational change and transformations.
Human resource management covers the following areas, job designing and analysis, workforce planning, selection and recruitment, development and training, compensations and legal issues. Human resource management walks hand in hand with human relation movement and focuses on issues of strategic management.
2
WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Some people might argue that human resource management is not an important part of a vast business , the truth is, HR plays an important role in macro enterprises.
Human resource enhances the skills of employees within an organization, through this, the employees are able to meet the demands of the business.
Meeting the business demands by employees results in the rise of profit margins.
Human resource helps in improving the productivity of a given firm and employee satisfaction as it decreases the chances of employee stagnation and monotony.
Human resource boosts productivity through training of employees. Training helps employees to acquire confidence thus making them ready to handle challenges associated with business demands and production, the end result of all this is that, the organization ends up making lots of profits.
Profitability is one of the fundamental reasons why human resources management should be a strategic business partner. Full participation of all departments within an organization through the collaborative actions of the human resource department, promotes maximum reaping of profits by an organization.
3
WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Another key reason as to why human resource should be a strategic partner at a macro enterprise relates to issues concerning funds within an a organization,
Human resource can justify the usage of funds within a business enterprise.
For instance, it can justify why a certain project requires a certain amount of funds and why a certain amount should be allocated to certain projects and not others.
It can help in proper distribution of an organizations financial resources.
Through human resource, funding of training, implementation of competitive salaries, employee development programs can be effected.
Human resource department, looks into the welfare of employees, through the implementation of beneficial activities, the companies competitiveness and position rises thus attracting ...
Effective Human Resource ManagementPurpose of the pr.docxSALU18
Effective Human Resource Management
Purpose of the presentation
Improved performance and the role of Human Resource Management is more and more popular topic. Business pressures are ever-increasing, and firms are now required to become more effective and efficient as well as executing better business strategy so as to remain competitive (Sims, 2002).
The presentation aims at highlighting the SWOT analysis, recommendations on how to add value to an organization as far as the from employee performance, workflow and the flow of information are concerned.
SWOT analysis
Active wellness program
Strong leadership
Annual performance goals set for each employee for bonuses
Professionalism
High instances of workers’ compensation claim
Financial cutback
Weaknesses
Strengths
SWOT Analysis
Opportunities
Last year’s strategic planning process identified knowledge management as an area for organization-wide improvement
Ongoing exploration of Canadian and European markets
Addition of idea blogs to the company’s intranet
Improved exit interview process.
Threats
A layoff of newly hired employees which is likely to harm the company’s reputation in the society and render recruiting difficult when the economy grows.
Because the staffing forecast is based on sales numbers, which is inconsistent, The hiring freeze may not be sufficient.
Heavy reliance on one client is a significant worrying source for the Managerial team.
Proposed recommendations
Creating of emphasis on Employee Development
One of the organizational goals has been to be a strong supporter of employee development.
The employees are encouraged to attend training seminars with tuition reimbursement available for college-level courses that are related to every employee’s particular task.
New Pay Structure:
The organization should ensure a Broadband pay structures that would encourage the development of broad employee skills since non-managerial jobs would be appropriately valued and skill Development rewarded (Sims, 2002).
Additionally, a broadband pay structure can stand a changing market and pricing conditions, hence less costly to administer and manage over time. They also provide significant non-promotional income opportunities for workers
Proposed recommendation
New Training
A company can improve its employee training by the use of instructional media which can support both near and far training. Self-management strategies like goal-setting can help learners plan about how they will use their knowledge and skills in the work set up (Lawler & Boudreau, 2015).
Involving managers and peers to support training transfer offer learners with opportunities to apply their newly acquired skills in their work practically.
Value added
The recommendations add value to the areas of people, performance, information
and workflow. For instance, announcing more opportunities and the training enables
sharing of ideas. It improves efficiency (Scarpello, 2008) ...
Financial management & HR strategy tayeeb ahmed khantayeeb khan
This document discusses the importance of aligning an organization's human resource (HR) strategy with its financial management and business plans. It provides guidance on developing an effective HR strategy that supports long-term organizational goals. Specifically, it recommends that organizations: 1) Define their long-term goals and current staffing structure, 2) Assess if the current staff has the skills needed to achieve goals, and 3) Determine if the organizational culture supports the strategic aims. The document stresses that the HR and finance departments should have a close working relationship and aligned responsibilities to effectively manage resources and achieve performance objectives.
1) Getting talent on the right track requires a long term talent strategy rather than quick fixes, which can perpetuate a cycle of catching one's own tail.
2) Building a robust talent bench through a 5+ year strategy that identifies critical capabilities and allows flexibility is key to absorbing short term issues.
3) Developing a talent culture through leadership commitment, measurement, and forums for discussing talent can help ensure the right people are identified and developed for key roles.
#HR General Vs. #HRBP and how to make the latter work for work!Abhinandan Chatterjee
Have an HRBP framework but still doing work that you used to do?
Know about HRBP but don't know how to start?
Have an HRBP framework that lacks internal buy in?
Learn to drive industry leading best practices from the horse's mouth.
Learn better #HRBP
The Global Head of Human Resources at Bilcare Research, Anu Mhaisalkar, answers some key questions regarding the role of an HR leader operating in an international business in the current economic crisis.
Align HR with Evolution of Company: An SME PerspectiveBrowne & Mohan
In this paper Ms. Indupriya S brings her insights on how to align your Human resources as your company grows and transforms from a SME to a larger company.
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
This document discusses how aligning an organization's talent strategy with its business strategy can drive better business outcomes. It argues that a talent strategy is needed to ensure the organization has the right people with the right skills focused on executing the business strategy. The document provides a framework for developing a talent strategy that is aligned with and supports the business strategy, including understanding the business context, the strategic objectives, the required organizational capabilities, and implications for talent. It asserts that aligning talent management practices with the talent strategy can boost outcomes like morale, productivity, innovation and financial performance.
This document discusses how aligning an organization's talent strategy with its business strategy can drive better business outcomes. It recommends taking a structured approach to define the necessary organizational capabilities, identify talent implications, create an aligned talent strategy, and design integrated talent management processes to support the business strategy. By optimizing the links between talent and business strategy, an organization can build a "talent machine" that fuels strategy execution. Research shows that aligning talent strategy in this way can boost morale, productivity, innovation and financial performance while lowering turnover.
The document discusses several topics related to human resources and organizational strategy. It first discusses determining a company's health and wellness needs through assessing organizational needs. It then discusses strategic goals and how an HR strategy should aim to ensure the organization has the right people, skills, attitudes and employee development. The document also discusses the importance of integrating the HR strategy with broader organizational objectives and gaining organizational acceptance of the strategy.
HR AND COMPETITIVE ADVANTAGE-A comprehensive guide to using HR activities to ...Summaya Sharif
The essay is written to answer the ubiquitous organizational query; “How HRM activities enable organizations to become more competitive in their markets?”. With this essay organizations can gain a comprehensive, intricate, and pragmatic knowledge on how they can use HR as a competitive advantage so that they’re capable of making the most out of their HR activities and boost their competitiveness to stand not just firm but sui-generis in the market.
The document discusses the key role of human resources (HR) in organizations. It argues that HR is the "heartbeat" and "pacemaker" of any organization, managing human talent and keeping business processes rhythmic. HR is seen as a strategic partner rather than just an administrative function. The document emphasizes aligning HR processes like talent management to build an effective workforce and stay competitive in a changing business environment. It also discusses the importance of employee health, wellness programs, and matching talents to jobs for organizational success.
The CEOs in different industries across the globe
prioritize mobility, globalization and talent
management which are routed to singlehood
essentiality of ‘workforce planning’ , a valuable
strategic planning that underpins optimization of
workforce effectiveness. Numerous companies
have a practical framework of streamlining and
optimizing workforce capabilities. They provide
support to the business companies in serious need
for implementation of strategic and value-driven
workforce planning to improve their workforce
productivity.
The document provides an overview of various topics related to human resource management including the HRM cycle and model, HR challenges, strategic HRM, human resource information systems (HRIS), employee handbooks, and organizational development. It discusses the outputs of quality of work life, productivity, and readiness for change. It also summarizes HR challenges such as acquisition, managing change, attrition, work-life balance, and globalization.
This document discusses the importance of human resource management in organizations. It describes how HR helps organizations hire skilled employees, achieve objectives through strategic planning, and provide professional development training. The document also examines how HR can help give organizations a competitive advantage through activities like determining beneficial training programs, managing union relationships, and helping organizations adapt to changes.
The document summarizes the HR scorecard framework, which measures HR's contribution to organizational performance similar to the balanced scorecard. It describes traditional issues with viewing HR, and introduces the HR scorecard as addressing this by linking HR activities and investments to business strategy. The 7-step model and benefits of the HR scorecard are outlined, along with a case study of its implementation at Verizon.
Whitepaper Why Hr Asset Management Is Critical Detroit
Employees are a company's most valuable asset. However, many companies mismanage this asset and fail to utilize employees effectively. There are several reasons for redundancies in human resources, including inability to forecast needs, lack of strategic focus, and inefficient hiring practices. To avoid over-hiring and layoffs, companies must plan sustainable growth, acquire flexible employees, match resources to strategy, and develop a performance-driven culture. Maintaining a stable, high-performing workforce is critical for business success.
Subject Strategic Human Resource Management Job Analysis Name .docxpicklesvalery
Subject: Strategic Human Resource Management Job Analysis
Name: Matt Ilczuk
Title: CEO
Time in office: 10-8
Level of Education: MBA
Organization: Entertainment Company
Name: Entertainment Lab
Size: Medium
Role of the organization: Represent unique talent and bring to life exceptional projects
Mission Statement: Find the most unique actors and writers and provide opportunity to bring their ideas and dreams to life.
Job Description:
Interview Questions:
1. What does it take to make it big in HR? What skills and expertise do you need?
The number one thing is to understand the mission statement of the organization and attract people that have the same values share similar vision. We welcome diversity in our workplace, everyone is expected to bring his or her point of view and everyone is valued. In return, we demand respect and best possible performance from all our employee
0. How HR can add more value to an organization?
As a co-founder of the company, I am also responsible for interviewing people and other tasks associated with HR. I would not want anybody else to do this job because I feel like I have developed good sense of what type of people we need.
0. How HR drives organizational performance?
By setting the right mindset and atmosphere into our workplace.
0. What are your top 7 core competencies that your company embodies in maintaining high-performing HR professionalism towards work-force?
Caring about our clients as well as employees.
0. Can you tell us a difficult ER ( do you mean HR here?) issue that you have experienced recently and what was the outcome?
The biggest issue we had to face was how to set the standards for our HR practises. We had collectively agreed upon the fact that we put enough emphasis on development of our employees hoping that it will help the growth for our company.
Questions for HR
1. What is the company culture like? We represent artists and try to give them the opportunity to fulfill their potential by sending them to castings and deliver their work to well established directors. We also produce unique movies that we believe should be given a great exposure. We believe in our employees and they are given a great amount of responsibility. They are involved in key decision making such as script coverage, what talents we represent and what project we work on.
2. How do you go about finding employees? What resources do you use? The most effective ways of finding employees was through employee referral. The most valued employees are usually the ones who believe in what we do and are fully committed into our mission statement.
3. Can you tell me more about your HR policies? We value every single that enters our workplace. Everyone is treated with respect and we expect respect in return. Every employee is encouraged practise his or her critical thinking on every aspect Entrainment Lab is working on.
4. What is something that the strategic HRM is struggling with in the
Organization? I think we sh ...
Cascade communication is an important tool for spreading information throughout an organization by passing messages from senior executives down to junior executives, managers, and employees. It is a more personal way of communication compared to alternatives like mailers or videos. The role of HR in organizational development includes conducting job analyses to ensure positions align with strategic plans, designing job descriptions, recruiting and interviewing candidates, and ensuring compliance with employment laws. HR professionals must have business savvy to understand how changes can enhance profitability and be able to project cost savings from restructuring.
1. The document discusses various topics related to human resource management including planning, recruitment, selection, performance, succession, development, and relations.
2. It provides information on forecasting staff requirements, job analysis, position analysis questionnaires, and job design.
3. The document also examines how HR can support the business strategy by understanding the company, customers, competitors, industry trends, and existing HR operating models.
The document outlines a new High-Impact HR Operating Model that aims to position HR to play a more strategic role in driving business performance. The model moves HR away from just service delivery and toward advising business leaders, driving culture and talent strategies. It emphasizes coordination within HR and between HR and the business. Key components of the model include business HR resources embedded in business units, communities of expertise providing guidance, and operational services handling transactions. The roles and interactions between these components are designed to make HR more nimble and connected to business priorities and the external environment. Implementing this new model requires changes to HR roles, competencies, technology, and mindsets within both HR and the business.
How to Build an HR Analytics Center of ExcellenceAPEX Global
Using analytics to turn data into insights regularly provides strategic advantage to all areas of organizations, from marketing to supply chain management and finance.
The formation of an HR Analytics Center of Excellence can enable firms to derive strategic insights from workforce data and justify the investments made in HR programs and technology.
The material for this moduleweek has led us from Europe, through fi.docxSUBHI7
The material for this module/week has led us from Europe, through first contacts, to the establishment of a solid English presence in the Americas. After reading and thinking about the Reading & Study materials for this module/week, what strikes you most about the founding of the American colonies? Did anything surprise you? Did your reading challenge your ideas or visions about colonial America?
.
The media informs many viewers of deviance and crime, victims of cri.docxSUBHI7
The media informs many viewers of deviance and crime, victims of crime, and justice in society. Consider and describe the following:
Where do you get your information about:
Deviant behavior
Crime
Victims of crime
Justice for victims
Describe your perception of
Deviant behavior
What behavior is deviant according to your values?
Crime
What do you believe is the root or cause of crime?
What types of crimes do you believe happen most?
Who do you believe commits crime?
Victims of crime
Who do you believe is likely to be a victim?
Have you ever been fearful of a crime occurring to you or your family?
What do you believe about victims that you hear about?
Justice for victims
How do you see justice handled in our society?
What form of punishment do you see as being effective or ineffective?
Did you learn anything specific from the textbook that has changed your perception? What did you learn and which perception did it change?
Write a 500 or more word paper that addresses the above questions.
.
More Related Content
Similar to Reyes fitness centers role of hr in the business function (A .docx
#HR General Vs. #HRBP and how to make the latter work for work!Abhinandan Chatterjee
Have an HRBP framework but still doing work that you used to do?
Know about HRBP but don't know how to start?
Have an HRBP framework that lacks internal buy in?
Learn to drive industry leading best practices from the horse's mouth.
Learn better #HRBP
The Global Head of Human Resources at Bilcare Research, Anu Mhaisalkar, answers some key questions regarding the role of an HR leader operating in an international business in the current economic crisis.
Align HR with Evolution of Company: An SME PerspectiveBrowne & Mohan
In this paper Ms. Indupriya S brings her insights on how to align your Human resources as your company grows and transforms from a SME to a larger company.
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
This document discusses how aligning an organization's talent strategy with its business strategy can drive better business outcomes. It argues that a talent strategy is needed to ensure the organization has the right people with the right skills focused on executing the business strategy. The document provides a framework for developing a talent strategy that is aligned with and supports the business strategy, including understanding the business context, the strategic objectives, the required organizational capabilities, and implications for talent. It asserts that aligning talent management practices with the talent strategy can boost outcomes like morale, productivity, innovation and financial performance.
This document discusses how aligning an organization's talent strategy with its business strategy can drive better business outcomes. It recommends taking a structured approach to define the necessary organizational capabilities, identify talent implications, create an aligned talent strategy, and design integrated talent management processes to support the business strategy. By optimizing the links between talent and business strategy, an organization can build a "talent machine" that fuels strategy execution. Research shows that aligning talent strategy in this way can boost morale, productivity, innovation and financial performance while lowering turnover.
The document discusses several topics related to human resources and organizational strategy. It first discusses determining a company's health and wellness needs through assessing organizational needs. It then discusses strategic goals and how an HR strategy should aim to ensure the organization has the right people, skills, attitudes and employee development. The document also discusses the importance of integrating the HR strategy with broader organizational objectives and gaining organizational acceptance of the strategy.
HR AND COMPETITIVE ADVANTAGE-A comprehensive guide to using HR activities to ...Summaya Sharif
The essay is written to answer the ubiquitous organizational query; “How HRM activities enable organizations to become more competitive in their markets?”. With this essay organizations can gain a comprehensive, intricate, and pragmatic knowledge on how they can use HR as a competitive advantage so that they’re capable of making the most out of their HR activities and boost their competitiveness to stand not just firm but sui-generis in the market.
The document discusses the key role of human resources (HR) in organizations. It argues that HR is the "heartbeat" and "pacemaker" of any organization, managing human talent and keeping business processes rhythmic. HR is seen as a strategic partner rather than just an administrative function. The document emphasizes aligning HR processes like talent management to build an effective workforce and stay competitive in a changing business environment. It also discusses the importance of employee health, wellness programs, and matching talents to jobs for organizational success.
The CEOs in different industries across the globe
prioritize mobility, globalization and talent
management which are routed to singlehood
essentiality of ‘workforce planning’ , a valuable
strategic planning that underpins optimization of
workforce effectiveness. Numerous companies
have a practical framework of streamlining and
optimizing workforce capabilities. They provide
support to the business companies in serious need
for implementation of strategic and value-driven
workforce planning to improve their workforce
productivity.
The document provides an overview of various topics related to human resource management including the HRM cycle and model, HR challenges, strategic HRM, human resource information systems (HRIS), employee handbooks, and organizational development. It discusses the outputs of quality of work life, productivity, and readiness for change. It also summarizes HR challenges such as acquisition, managing change, attrition, work-life balance, and globalization.
This document discusses the importance of human resource management in organizations. It describes how HR helps organizations hire skilled employees, achieve objectives through strategic planning, and provide professional development training. The document also examines how HR can help give organizations a competitive advantage through activities like determining beneficial training programs, managing union relationships, and helping organizations adapt to changes.
The document summarizes the HR scorecard framework, which measures HR's contribution to organizational performance similar to the balanced scorecard. It describes traditional issues with viewing HR, and introduces the HR scorecard as addressing this by linking HR activities and investments to business strategy. The 7-step model and benefits of the HR scorecard are outlined, along with a case study of its implementation at Verizon.
Whitepaper Why Hr Asset Management Is Critical Detroit
Employees are a company's most valuable asset. However, many companies mismanage this asset and fail to utilize employees effectively. There are several reasons for redundancies in human resources, including inability to forecast needs, lack of strategic focus, and inefficient hiring practices. To avoid over-hiring and layoffs, companies must plan sustainable growth, acquire flexible employees, match resources to strategy, and develop a performance-driven culture. Maintaining a stable, high-performing workforce is critical for business success.
Subject Strategic Human Resource Management Job Analysis Name .docxpicklesvalery
Subject: Strategic Human Resource Management Job Analysis
Name: Matt Ilczuk
Title: CEO
Time in office: 10-8
Level of Education: MBA
Organization: Entertainment Company
Name: Entertainment Lab
Size: Medium
Role of the organization: Represent unique talent and bring to life exceptional projects
Mission Statement: Find the most unique actors and writers and provide opportunity to bring their ideas and dreams to life.
Job Description:
Interview Questions:
1. What does it take to make it big in HR? What skills and expertise do you need?
The number one thing is to understand the mission statement of the organization and attract people that have the same values share similar vision. We welcome diversity in our workplace, everyone is expected to bring his or her point of view and everyone is valued. In return, we demand respect and best possible performance from all our employee
0. How HR can add more value to an organization?
As a co-founder of the company, I am also responsible for interviewing people and other tasks associated with HR. I would not want anybody else to do this job because I feel like I have developed good sense of what type of people we need.
0. How HR drives organizational performance?
By setting the right mindset and atmosphere into our workplace.
0. What are your top 7 core competencies that your company embodies in maintaining high-performing HR professionalism towards work-force?
Caring about our clients as well as employees.
0. Can you tell us a difficult ER ( do you mean HR here?) issue that you have experienced recently and what was the outcome?
The biggest issue we had to face was how to set the standards for our HR practises. We had collectively agreed upon the fact that we put enough emphasis on development of our employees hoping that it will help the growth for our company.
Questions for HR
1. What is the company culture like? We represent artists and try to give them the opportunity to fulfill their potential by sending them to castings and deliver their work to well established directors. We also produce unique movies that we believe should be given a great exposure. We believe in our employees and they are given a great amount of responsibility. They are involved in key decision making such as script coverage, what talents we represent and what project we work on.
2. How do you go about finding employees? What resources do you use? The most effective ways of finding employees was through employee referral. The most valued employees are usually the ones who believe in what we do and are fully committed into our mission statement.
3. Can you tell me more about your HR policies? We value every single that enters our workplace. Everyone is treated with respect and we expect respect in return. Every employee is encouraged practise his or her critical thinking on every aspect Entrainment Lab is working on.
4. What is something that the strategic HRM is struggling with in the
Organization? I think we sh ...
Cascade communication is an important tool for spreading information throughout an organization by passing messages from senior executives down to junior executives, managers, and employees. It is a more personal way of communication compared to alternatives like mailers or videos. The role of HR in organizational development includes conducting job analyses to ensure positions align with strategic plans, designing job descriptions, recruiting and interviewing candidates, and ensuring compliance with employment laws. HR professionals must have business savvy to understand how changes can enhance profitability and be able to project cost savings from restructuring.
1. The document discusses various topics related to human resource management including planning, recruitment, selection, performance, succession, development, and relations.
2. It provides information on forecasting staff requirements, job analysis, position analysis questionnaires, and job design.
3. The document also examines how HR can support the business strategy by understanding the company, customers, competitors, industry trends, and existing HR operating models.
The document outlines a new High-Impact HR Operating Model that aims to position HR to play a more strategic role in driving business performance. The model moves HR away from just service delivery and toward advising business leaders, driving culture and talent strategies. It emphasizes coordination within HR and between HR and the business. Key components of the model include business HR resources embedded in business units, communities of expertise providing guidance, and operational services handling transactions. The roles and interactions between these components are designed to make HR more nimble and connected to business priorities and the external environment. Implementing this new model requires changes to HR roles, competencies, technology, and mindsets within both HR and the business.
How to Build an HR Analytics Center of ExcellenceAPEX Global
Using analytics to turn data into insights regularly provides strategic advantage to all areas of organizations, from marketing to supply chain management and finance.
The formation of an HR Analytics Center of Excellence can enable firms to derive strategic insights from workforce data and justify the investments made in HR programs and technology.
Similar to Reyes fitness centers role of hr in the business function (A .docx (20)
The material for this moduleweek has led us from Europe, through fi.docxSUBHI7
The material for this module/week has led us from Europe, through first contacts, to the establishment of a solid English presence in the Americas. After reading and thinking about the Reading & Study materials for this module/week, what strikes you most about the founding of the American colonies? Did anything surprise you? Did your reading challenge your ideas or visions about colonial America?
.
The media informs many viewers of deviance and crime, victims of cri.docxSUBHI7
The media informs many viewers of deviance and crime, victims of crime, and justice in society. Consider and describe the following:
Where do you get your information about:
Deviant behavior
Crime
Victims of crime
Justice for victims
Describe your perception of
Deviant behavior
What behavior is deviant according to your values?
Crime
What do you believe is the root or cause of crime?
What types of crimes do you believe happen most?
Who do you believe commits crime?
Victims of crime
Who do you believe is likely to be a victim?
Have you ever been fearful of a crime occurring to you or your family?
What do you believe about victims that you hear about?
Justice for victims
How do you see justice handled in our society?
What form of punishment do you see as being effective or ineffective?
Did you learn anything specific from the textbook that has changed your perception? What did you learn and which perception did it change?
Write a 500 or more word paper that addresses the above questions.
.
The midterm is already late. I would like to submit ASAP.Illust.docxSUBHI7
The midterm is already late. I would like to submit ASAP.
Illustrate common and unique features of localization vs standardization using a Venn Diagram or similar chart, be sure that the chart or graph shows specific examples.
Compare the human resources philosophy of two companies from the same industry. Comparison should include their similarities, differences and at least one item that gives that company a competitive advantage.
Relate how behavioral norms, attitudes and values define a country’s culture.
Culture can be defined as accepted norms, attitude, value, or traditional behavior within an organization or group.
Examine and provide a detailed example of norm of reciprocity in a multinational company.
Elaborate on the impact of communication in a MNC. Create a detailed example of good communication and a detailed example of a time that communication was not good.
Good communication is vital in any business and more prevalent in a MNC.
There are a few generations that are currently in workplace.
In order to effective
Without effective communication
.
The major assignment for this week is to compose a 900-word essay co.docxSUBHI7
This week's major assignment is a 900-word essay comparing The Odyssey with either The Song of Roland or Dante's Inferno. Students must write an in-depth analysis using their own ideas, quotes, paraphrases or summaries from the epic poems. Although The Odyssey and Dante's Inferno were written nearly 2,000 years apart, both works are epic poems that explore humanity's relationship with the divine, use journey as a metaphor for maturation, and reveal cultural values about leadership and the appeal of temptation. The paper must compare and contrast how one of these topics is developed in The Odyssey and Dante's Inferno, while contextualizing the examination in each work's cultural values, philosophies, and
The minimum length for this assignment is 1,200 wordsMust use APA .docxSUBHI7
The minimum length for this assignment is 1,200 words
Must use APA format
Eukaryotic cells are the most structurally advanced of the major cell types. Describe the structure and function of each of the eukaryotic organelles. Distinguish between those that are and are not membranous. Most are membranous. Explain the importance of membrane structure and function in the organization of living processes within cells.
.
The Military•Select three characteristics of the early America.docxSUBHI7
The Military
•Select three characteristics of the early American militias.
•Compare these with three characteristics of the current American military.
•How are they similar?
How are they different?
The initial post should be 75 to 150 words, but may go longer depending on the topic. If you use any source outside of your own thoughts, you should reference that source. Include solid grammar, punctuation, sentence structure, and spelling.
.
The minimum length for this assignment is 2,000 wordsDiscoveries.docxSUBHI7
The minimum length for this assignment is 2,000 words
Discoveries in DNA, cell biology, evolution, biotechnology have been among the major achievements in biology over the past 200 years with accelerated discoveries and insights over the last 50 years. Consider the progress we have made in these areas of human knowledge. Present at least three of the discoveries you find to be most important and describe their significance to society, health, and the culture of modern life.
.
The Mini Project Task Instructions Read about validity and reliab.docxSUBHI7
The Mini Project Task
Instructions: Read about validity and reliability starting on page 324 of the textbook.
Your assignment is to create a 5-page paper addressing the following questions:
a. What is the difference between reliability and validity? Which is more important? Why?
b. What are the different ways of assessing reliability?
c. What are the different ways of assessing validity?
d. What are the different ways of obtaining validity evidence?
The analysis requires the additional components:
APA formatted paper including:
o Font: Times New Roman, 12 point, and double spaced.
o Margins: One inch margins, all around.
o Indents: One-half inch indent as to begin a paragraph.
o Proper APA citations and references.
o Proper use of Level 1 headings as to label the
introduction, main body,
and
conclusions
segments.
o Proper use of Level 2 headings as to label the sections within the
main body
and
conclusions
.
o A proper title page.
o A reference page utilizing hanging indents and alphabetized by the last name of the first author.
Free of spelling errors and minimal use of passive voice.
Page 324
In general, reliabilities less than 0.60 are considered to be poor, those in the 0.70 range, acceptable, and those over 0.80 good. Thus, the internal consistency reliability of the measures used in this study can be considered to be acceptable for the job enrichment measure and good for the other measures.
It is important to note that all the negatively worded items in the questionnaire should first be reversed before the items are submitted for reliability tests. Unless all the items measuring a variable are in the same direction, the reliabilities obtained will be incorrect.
A sample of the result obtained for the Cronbach’s alpha test for job enrichment, together with instructions on how it is obtained, is shown in Output 11.3.
The reliability of the job enrichment measure is presented in the first table in Output 11.3. The second table provides an overview of the alphas if we take one of the items out of the measure. For instance, it is shown that if the first item (Jobchar1) is taken out, Cronbach’s alpha of the new three-item measure will be 0.577. This means that the alpha will go down if we take item 1 out of our measure. On the other hand, if we take out item 3, our alpha will go up and become 0.851. Note that, in this case, we would not take out item 3 for two reasons. First, our alpha is above 0.7 so we do not have to take any remedial actions. Second, if we took item 3 out, the validity of our measure would probably decrease. We did not include item 3 for nothing in the original measure!
If, however, our Cronbach’s alpha was too low (under 0.60) then we could use this table to find out which of the items would have to be removed from our measure to increase the interitem consistency. Note that, usually, taking out an item, although improving the reliability of our measure, affects the validity of our measure .
The Mexican ceramics folk-art firm signs a contract for the Mexican .docxSUBHI7
The Mexican ceramics folk-art firm signs a contract for the Mexican firm to deliver 1500 pieces of artwork to an Italian firm within the next 120 days. The contract is denominated in pesos. During this time the Mexican peso strengthens against the euro. What is the net profitability effect on the Mexican firm? What international market concept is demonstrated in this example? Discuss the risks associated with changing exchange rates and international commerce and provide a scenario demonstrating these risks.
.
The maximum size of the Layer 2 frame has become a source of ineffic.docxSUBHI7
The maximum size of the Layer 2 frame has become a source of inefficiency in terms of modern wide area network (WAN) speeds, which have increased some 400 times over those prevailing when Transmission Control Protocol/Internet Protocol (TCP/IP) was first introduced as a protocol. One solution to this problem is known as
WAN acceleration
, which uses oversized frames at Layer 2 to increase network throughput.
Discuss available WAN acceleration solutions, and provide a short description of how such solutions are implemented through alteration of the Layer 2 frame format.
.
The menu structure for Holiday Travel Vehicles existing character-b.docxSUBHI7
The menu structure for Holiday Travel Vehicle"s existing character-based system is shown here....
Interface x 904
Function x 9541
user interface x 297
Functions x 1487
The menu structure for Holiday Travel Vehicle’s existing character-based system is shown here. Develop and prototype a new interface design for the system’s functions, using a graphical user interface. Assume that the new system will need to include the same functions as those shown in the menus provided. Include any messages that will be produced as a user interacts with your interface (error, confirmation, status, etc.). Also, prepare a written summary that describes how your interface implements the principles of good interface design as presented in the textbook.
.
The marks are the actual grades which I got in the exam. So, if .docxSUBHI7
The marks are the actual grades which I got in the exam.
So, if any body wants me to do this work for him, kindly message me. Thanks
Question 1
10 out of 10 points
A business that selects a differentiation strategy would ________.
Question 2
10 out of 10 points
________ information is information that directly pertains both to the context and to the subject.
Question 3
10 out of 10 points
In a database, a table, which is a group of similar rows, is also called a ________.
Question 4
10 out of 10 points
The ________ group's purpose is to protect information assets by establishing standards and management practices and policies.
Question 5
10 out of 10 points
________ is a suite of software applications that consolidates existing systems by providing layers of software that connect applications together.
Question 6
10 out of 10 points
Normal processing procedures for system users are ________.
Question 7
10 out of 10 points
Which of the following is an open-source operating system?
Question 8
10 out of 10 points
Which of the following uses an individual's personal physical characteristics such as fingerprints, facial features, and retinal scans for verification purposes?
Question 9
10 out of 10 points
________ is the dynamic social media process of employing users to participate in product design or product redesign.
Question 10
10 out of 10 points
Each stage of the value chain not only adds value to the product but also ________.
Question 11
10 out of 10 points
One of the important functions of a DBMS is to provide the necessary tools for ________.
Question 12
10 out of 10 points
Which of the following is true of a VPN (virtual private network)?
Question 13
10 out of 10 points
Which of the following departments in an organization is supported by information systems applications such as recruitment and compensation?
Question 14
10 out of 10 points
Which of the following statements is true about cloud services?
Question 15
10 out of 10 points
The first phase in the customer life cycle involves ________.
Question 16
10 out of 10 points
Which of the following is a technical safeguard against security threats?
Question 17
10 out of 10 points
An internal information system built using Web services ________.
Question 18
10 out of 10 points
The two strength factors that relate to all three competitive forces are ________ and customer loyalty.
Question 19
10 out of 10 points
Which of the following is true of Web services?
Question 20
10 out of 10 points
With HTTPS, data are encrypted using a protocol called the ________.
Question 21
10 out of 10 points
Why is it important for business professionals to take an active role in developing and managing information systems?
Question 22
0 out of 10 points
Which of the following is a major problem posed by multi-user processing of a database?
Question 23
10 out of 10 points
Which of the following elements of a datab.
the main discussion will be Schwarzenegger and fitness,talk about ho.docxSUBHI7
the main discussion will be Schwarzenegger and fitness,talk about how does he affect the fitness area. Why is he so famous, add some person views and create you own title. Mainly discuss about fitness
topic
the main discussion will be Schwarzenegger and fitness,talk about how does he affect the fitness area. Why is he so famous, add some person views and create you own title. Mainly discuss about fitness
Formal Essay #3: Reporting Information/The Expository Essay
Expository writing is a staple of academic writing. Throughout your academic and professional career, you will be called on to write hundreds of expository articles, reports and essays. A thorough knowledge of this writing form will hold you in good stead all through your career.
What is Expository Writing?
‘Expository’ is a synonym of ‘explanatory’. An expository essay is a piece of writing that explains or informs. It should be based on fact and free of the writer’s prejudices. Opinion is often expressed, but only if it is backed by fact. For example, if someone asked you to write an essay on the causes of World War II, you would write about Germany’s losses in World War I, the Treaty of Versailles, the fall of the Weimar Republic, and the rise of Hitler led Nazism. In other words, everything would be based on verifiable fact.
The expository writing process centers on four activities:
Generate a rough idea or hypothesis.
Find evidence to back up this idea.
Expound on the idea.
Present an argument to back up the idea.
Thus, if you were to say that the Treaty of Versailles was the chief cause of World War II, you would first talk about the conditions of the Treaty of Versailles, the financial condition of Germany after WWI, the ineffectiveness of the Weimar Republic, and how they all led to the rise of Nazism.
Structurally, a piece of expository writing has the following components:
An
introduction
that introduces the central idea you will discuss in the essay.
The
main body
that presents evidence to back up the idea. This is the meat of the essay.
A
conclusion
that presents your idea again in the light of the evidence.
Thus, the central thrust of expository writing should be to build towards proving an argument, fact by fact, piece of evidence by piece of evidence. You will use expository writing a lot throughout your academic life. Most essays that you write in college will be expository in nature. Most writing that you will do in your professional life will involve a lot of expository content as well. In other words, sharpening up this skill will serve you well throughout your life.
Required Essay Format:
All response papers must be typed, double-spaced, and stapled. Font size should be 12 point Times New Roman font.
***AT MINIMUM, YOUR WORKS CITED PAGE WILL CONTAIN 3-4 SOURCES!!!!
Essays should demonstrate the following kinds of understanding. Essays should meet assignment requirements of page length and number of sources, quotes, and summaries/paraphrases. The w.
The minimum length for this assignment is 1,500 words. Cellular .docxSUBHI7
The minimum length for this assignment is 1,500 words.
Cellular respiration and photosynthesis form a critical cycle of energy and matter that supports the continued existence of life on earth. Describe the stages of cellular respiration and photosynthesis and their interaction and interdependence including raw materials, products, and amount of ATP or glucose produced during each phase. How is each linked to specific organelles within the eukaryotic cell. What has been the importance and significance of these processes and their cyclic interaction to the evolution and diversity of life?
.
The Main Post needs to be 3-5 Paragraphs At a minimum, each stud.docxSUBHI7
The Main Post needs to be 3-5 Paragraphs
At a minimum, each student will be expected to post an original and thoughtful response to the DB question and contribute to the weekly dialogue by responding to at least two other posts from students. The first contribution must be posted before midnight (Central Time) on Wednesday of each week. Two additional responses are required after Wednesday of each week. Students are highly encouraged to engage on the Discussion Board early and often, as that is the primary way the university tracks class attendance and participation.
The purpose of the Discussion Board is to allow students to learn through sharing ideas and experiences as they relate to course content and the DB question. Because it is not possible to engage in two-way dialogue after a conversation has ended, no posts to the DB will be accepted after the end of each unit.
Many organizations have established policies to remedy discrimination when hiring women and minorities. Discuss whether you feel that affirmative action programs, reverse discrimination, and criteria of comparable worth are appropriate forms of remedy.
You should conduct research on this topic before making your posts.
Using the textbook, course materials, and Web resources, research affirmative action, reverse discrimination, and comparable worth and answer the following questions:
Do you feel that these concepts are appropriate forms of remedy in the workplace? Explain.
What else do you think could be done to eliminate discrimination in the workplace?
You must use at least one credible source from either the Library's full-text database or the Web. Include your reference(s) that you used in APA format with your Discussion Board post. Post a new topic to the Discussion Board that contains your answers to the questions, and respond to 2 other students' posts on the Discussion Board. Be sure to explain to them why you agree or disagree with their arguments.
Your submitted assignment (
60 points
) should include the following:
40 Points Your Discussion Board topic containing your responses to the questions and your listed reference(s) in APA format
20 Points Your responses to two other students' Discussion Board posts
In your own words, please post a response to the Discussion Board and comment on other postings. You will be graded on the quality of your postings.
Response to Classmates posts:
Classmate #1 post:
Attempt at Eliminating Discrimination
After the civil war, the African American, Hispanics and minorities suffered great discrimination in the workplace in particular and life generally. Precisely during the 1960s these groups went through denial of employment or appropriate wages irrespective of their standard of education being higher than that of their majority counterparts. There was a great debate about discrimination on the basis of color, race, gender or religion. Over the years, some programs have been developed in order to handle or to try and e.
The main characters in Tay Garnetts film The Postman Always Rings.docxSUBHI7
The main characters in Tay Garnett's film
The Postman Always Rings Twice
and the Coen Brothers'
The Man Who
Wasn't There
follow a pattern of behavior that is inane and ultimately self-destructive, as can be seen in how they end up -- either dead, wrongly accused and imprisoned for a crime they didn't commit, or ironically not convicted for a crime they did commit. What do you think these films are saying about the pattern of behavior they followed to get them where they wound up in the end, as well as why they followed these patterns of behavior in the first place? In other words, what is the way of thinking or belief system that lead to these characters' behaviors, and what does the film tell us about this way of thinking or belief system? And finally, does the film propose an alternative way of thinking or life narrative that might have proven more salutory for these characters in the end?
.
The minimum length for this assignment is 2,000 words and MUST inclu.docxSUBHI7
The minimum length for this assignment is 2,000 words and MUST include in-text citation and references.
Discoveries in DNA, cell biology, evolution, biotechnology have been among the major achievements in biology over the past 200 years with accelerated discoveries and insights over the last 50 years. Consider the progress we have made in these areas of human knowledge. Present at least three of the discoveries you find to be most important and describe their significance to society, health, and the culture of modern life.
.
The mafia is a well organized enterprise that deals with drugs, pros.docxSUBHI7
The mafia is a well-organized criminal enterprise that deals in illegal activities like drugs, prostitution, and loan sharking. They also operate legal cash businesses to launder money from illegal operations. Ponzi schemes are another type of organized criminal racket. Members caught participating in these activities can be charged under the RICO Act.
The minimum length for this assignment is 1,500 words. Be sure to ch.docxSUBHI7
The minimum length for this assignment is 1,500 words. Be sure to check your Turnitin report for your post and to make corrections before the deadline of 11:59 pm Mountain Time of the due date to avoid lack of originality problems in your work.
Describe the historical pattern of growth of the worldwide human population since our origin. Include in this historic overview the changes that have happened technologically, medically, culturally and nutritionally to result in major population changes over time. Relate the growth of the human population to our ecological footprint and explain the idea of limits to population growth known as the carrying capacity. Relative to carrying capacity, what may result from unbridled continued growth of our population? How does the size of the human population contribute to environmental degradation? Why must we take the human population size into account when we attempt to develop environmental restoration projects?
Assignment 2 Grading Criteria
Maximum Points
Quality of initial posting:
Initial posting should reveal a solid understanding of all aspects of the task; use factual and relevant information;
and
demonstratefull development of concepts.
80
Connections and higher order thinking:
Multiple connections should be demonstrated showing a clear understanding of the material with clear and correct examples.
40
Reference to supporting readings:
Refer to and properly cite (i.e., APA) either course and/or outside readings.
40
Language and Grammar:
There should be no spelling, structure, or grammatical errors in any posting. Writing should be clear and organized.
40
Total:
200
.
The madrigal was a very popular musical genre in the Renaissance. Ex.docxSUBHI7
The madrigal was a very popular musical genre in the Renaissance. Explain in detail the madrigal, and include the instrumentation, (the number and type of voices used), and the musical elements that the composers used to make the text in the pieces come alive. Choose one of the musical examples of the madrigal in this unit: Arcadelt�s
II bianco e dolce cigno
, or John Farmer�s
Fair Phyllis
, and explain how the composer unites the poetry and music.
Your response should be at least 200 words in length. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.
.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Reyes fitness centers role of hr in the business function (A .docx
1. Reyes fitness centers: role of hr in the business function (A
CASE STUDY)
INTRODUCTION
Reyes Fitness Centers Inc.(RFC) is a growing mid-sized
company, based in the U.S whose activities major in the fitness
club industry (Sherlock, 2008).
This presentation gives an overview of the company’s Human
Resource (HR) function and how it is related to business side of
the company.
Specifically looks at how its Human Resource Department is
tied with the strategic goals of the company:
It looks at its:
Organizational capabilities
Requisite RFC employee competencies
Organizational challenges
Assesses its SWOT.
Founded in 1999 by John Reyes, the company has grown to over
28 centers in various parts of the U.S as of 2007 (Sherlock,
2008). It has experienced the exponential growth that the entire
fitness center industry experienced in the 1990s up to the point
where main markets have now become saturated, slowing down
the expansion of most fitness centers. Its Human Resource
department is tasked with coming up with strategies that will
help improve the business’ bottom line and ultimately be
consistent with the long-term strategic goals of the company.
2
2. RFC’s capabilities and employees’ competencies:
The Capabilities:
Ideal fitness centers for families and couples. Unlike its
competitors that focus more on body-building services, the
company has customized its centers to make them suitable for
families as a whole to use their facilities (Centers have
customized lounges with TVs and even a restaurant) (Sherlock,
2008)
Its membership costs are affordable to its upper-middle class
target market, giving it a competitive advantage. Most of its
members have given feedback that they have no issues with the
membership costs. This encourages membership renewal and
retention.
Adequate number of professional and support staff in various
departments.
Business focuses on revenue growth rather than expansion
The overall business strategy is that the company is focusing
more on growing its revenues. This is different from most of its
competitors who are acquiring smaller fitness centers and
opening up new centers. Focusing on growing revenues has
more direct impact and potential on growing profits and its
bottom line as well.
3
RFC’s capabilities and employees’
competencies:……………………(CONTD.)
Employees Competencies
Good teamwork practices: All the employees from the senior
management to the junior-level staff work together in synchrony
on particular objectives. There exists clear command structures
with good employee relations nonetheless within the company
(Sherlock, 2008).
Adequate customer-serving skills. Its employees’ especially
those who deal with clients directly, for example the personal
3. trainers, are qualified and demonstrate competent customer-
serving skills.
Its staff are certified, knowledgeable trained and qualified for
the positions they hold. Most of its employees such as its
Human Resource director (Lori) are well-trained with some
possessing strong strategic and analytical skills in addition to
good academic credentials.
KEY CHALLENGES:
Unmet profit goals. The company under the management of its
CEO, has not been able to meet its profit goals by registering
lower-than-anticipated turnovers. Even though growth in profit
levels are partly hampered by market saturation, this problem is
seen to be caused by other underlying problems identified below
(Sherlock, 2008):
Inadequate member retention. With only 62% member retention,
the company is recording up to 20% lower than the entire
industry’s average. This is because some of its existing
members simply opt not to renew their membership and inept
customer-service as identified below;
Below-standard customer service. This has caused some
members to refrain from going back to the RFC centers or opt to
altogether relocate their membership to competitors. This is a
key challenge as the members contribute directly to the business
revenues.
SWOT ASSESSMENT (hr)
The company’s HR demonstrates crucial strengths in such areas
as employee and labor relations. There exists good working
relations and teamwork.
Other strengths include strategic leaders such as its Human
Resource Director (Lori) and ability to foresee future risk of
decline in business profits through market saturation.
Its HR however lack credible activists to for example ensure
4. that every employee in the company is adequately aware of the
strategic objectives of the company and the role they will
contribute towards it.
It also falls short as proponents in HR and organizational
technology. There is no outstanding innovation in the HR
process that sets its HR apart as a proponent in HR technology.
However, a great opportunity exists for it with the possibility of
an expanding market with the growing need and concern among
many U.S citizens to lead healthy lifestyles.
CONCLUSION
RFC has poised itself as the ideal fitness center for families
with a growing focus on this niche market.
With challenges of member retention and leap customer service
as identified, the HR has a huge role to play to ensure that the
company’s staff are all engaged in the member-retention
process. This is by first ensuring that all employees are aware
of the company’s strategic objective of growing revenues by
increasing membership and membership retention (Sherlock,
2008).
It is the HR mandate to make sure that all employees to have
good customer-serving skills and contribute towards this
objective.
REFERENCES
Sherlock, J. (2008). Reyes Fitness Centers, Inc. : The Strategic
HR Opportunity. Society for Human Resource Management
(SHRM). SHRM Academic Initiatives.
SWOT ASSESSMENTHR Domains and RolesStrength,
Weakness, Opportunity or Threat?Comments/Description on
Your Finding of the Strength, Weakness, Opportunity or
ThreatHuman resource development and succession
5. planningOpportunityThere is room for the HR to develop further
and offer innovative HR solutions in the business functionRisk
management, safety and securityStrengthWith expected market
saturation, the company is considering placing itself in position
for acquisition by a major company. There are regular senior
management visits to ensure each center is safe and
secure.Talent acquisitionStrengthMost of its staff are certified,
trained with strong academic credentials to support.Total
rewardsOpportunityA growing health and fitness concern in the
U.S is a growing market for the company. This is beneficial to
the company’s bottom line and ultimately to the
employees.Employee and labor relationsStrengthEmployee and
senior management display good working rapports.Strategic
leadersStrengthThe CEO heads a strategic team of leaders
including HR director (Lori).Credible activistsWeaknessNo
significant activists within the company to champion the
company’s objectives. Many employees are even unclear on key
strategic objectives of the company and their roles in
it.Business expertStrengthThe CEO heads a team of business
experts.Culture and change championOpportunityThe company
is in a position to cut its niche in the market as ideal for
families and couples rather than focus on body-building like its
competitors.HR innovators and integratorsWeaknessNo
significant creative innovations and solutions.Proponents in HR
and organizational technologyWeaknessIts HR department uses
already established Human Resource Theoretical and conceptual
frameworks.
Reyes Fitness Centers, Inc.:
The Strategic HR Opportunity
By John Sherlock, Ph.D.
9. tell him how HR can help the company meet its strategic goals.
When I was
studying for my master’s in HR, we kept reading and talking
about how HR
needs to position itself as a strategic business partner; but I
didn’t think I
would get the opportunity so soon in my career.” Lori had been
the director
of Human Resources with Reyes Fitness Centers, Inc. (R FC)
for only a couple
of months. She had been attracted to the position in part
because it offered her
first opportunity to oversee all of HR, and because of her
interview with Mike
Lowe. Lowe was fairly new to the company (just less than two
years) and was
highly regarded by the founder and chairman, John Reyes, and
the rest of the
board of directors as a strategic thinker and someone with
proven ability to
inspire and motivate staff. Lori knew from the interview with
Lowe that when
he said employees were the key to R FC’s future, he meant it.
RFC BACKGROUND
Reyes Fitness Centers, Inc. was launched in May of 1999 by
John Reyes with
$150,000 of his own funding and some investment capital from
three college
friends from the University of North Carolina, Chapel Hill,
where they were
business majors attending the university in the mid-1990s. The
first center
was located in Raleigh, NC, and was an immediate success. The
center offered
11. Day Spa
Gross revenue $51M $25M $120M $45M $35M $164M
Total expenses
(including
taxes, interest,
depreciation)
$50M $24.75M $119M $43.5M $34M $163M
Net income $1M $250K $1M $1.5M $1M $1M
Employees 900 450 1,100 825 750 2,100
Financial
performance
trends 2004-2007
Flat
annual net
income.
Flat annual
net income.
Decreased
annual net
income
due to
expansion.
5% annual
growth in
net
12. income.
5% annual
growth in
net income.
Decreased
annual net
income
due to
acquisitions.
DISCUSSION QUESTIONS:
1) From the table above, what are three observations about R
FC’s financial
performance relative to their competition?
2) Explain how net income is determined for each of the
companies in the table.
By 2005, John Reyes had general managers overseeing each
center and had
gradually removed himself from day-to-day oversight of the
company. He
had become interested in other business ventures and, as a
result, his board
encouraged hiring a CEO and other senior management team
members to
oversee the growing enterprise. He hired 48-year-old Mike
Lowe as the
new CEO of R FC in late 2005, and Reyes assumed the role of
chairman.
This CEO position was the second in Lowe’s career. He had
more than 20
years’ experience in the fitness equipment industry; before
14. R FC) have reduced the number of new clubs being opened.
There is as much emphasis on health and recreation as ever in
the U.S. Industry
reports suggest that the outlook for fitness centers in general is
quite positive,
although some consolidation may occur because certain markets
have been
saturated with too many clubs to remain profitable. However,
the market in the
Southeast (where R FC operates) is still growing and market
saturation is not
anticipated for at least five years.
Fitness centers hire a variety of professional and support staff.
Some focus on
personal training and employ a large number of certified
professional trainers
who work with members during club hours (typically 5-6am
until 10pm,
although the more body-building oriented gyms have recently
started offering
24-hour service). In addition to housekeeping and front desk
staff, fitness
centers employ customer service representatives who can assist
existing members
with questions and also act as sales representatives, giving tours
of the facility to
prospective members.
RFC STRATEGY
During Lowe’s tenure, R FC opened just one new fitness center
(just outside
of Atlanta, GA). This modest club expansion is consistent with
the three-
16. including cardio equipment; free weights and circuit training
weight machines;
personal training; and exercise classes (such as Pilates, yoga,
stationary cycling,
etc.). Most R FC fitness centers have a snack bar where
nutritional smoothies
and other healthy snacks can be purchased. All R FC centers
offer extensive
locker room facilities and on-site daycare. Newer R FC fitness
centers have small
indoor basketball courts and TV lounges to appeal to the 10- to
16-year-old
age group.
From his first day on the job, Lowe has stressed to the staff that
he wants them
to be strategic in how they approach their daily, weekly, and
annual activities
and projects. By that he means that they should consider how
their jobs
contribute to R FC being able to provide a fitness club
experience to couples and
families that is superior to any of the competition. He has
worked diligently
with his senior management team and the board to understand
how R FC
creates value for its customers, employees and investors. The
business model
for how fitness centers make money is fairly straightforward:
profitable firms
grow by recurring monthly member revenue (via new member
recruitment and
existing member renewal) while maintaining relatively stable
fixed costs and
low variable costs. Lowe has worked to identify both financial
and nonfinancial
17. variables that drive R FC performance. By locating R FC fitness
centers in upper-
middle-class locations and focusing marketing efforts on
couples and families,
R FC has been successful recruiting new members. Research
data shows that
members typically do not have issues with the R FC monthly
dues. Member
feedback indicates that having a friendly place for the whole
family to stay fit is a
driver of member value.
RFC STRATEGIC CHALLENGES
As with most start-ups, the early strategy for R FC focused on
growing
revenue. They did this by opening several clubs each year and
offering new
club promotions to attract members. R FC experienced rapid
revenue growth
(more than 20 percent annually) through 2004. However, several
of the R FC
centers are not reaching their profit goals. Mike Lowe tried to
address this by
implementing operational efficiencies when he first came on
board at R FC,
but he soon realized that the profit challenges were driven in
large part by a
customer retention problem. While a certain amount of turnover
is expected in
the industry (due to competing clubs, families moving out of the
area, etc.), the
best industry data R FC can find relating to member retention
shows that their
member retention is approximately 20 percent lower than
industry average.
19. Lori thinks about these strategic issues and how HR might
affect them.
“There’s no question that problems with customer service and
member
retention come down to people issues. It is affected by the type
of people we
bring on board, how they’re trained and how their performance
is managed
and rewarded.”
RFC ORGANIZATIONAL STRUCTURE
The organizational chart for R FC is shown below in Figure 2.0.
Figure 2.0: RFC Organizational Chart - Management
RFC Board
Mike Lowe
CEO
Pamela Johnson
Vice President of Finance
Alex Garcia
Vice President of Sales
and Marketing
Jonathan Henley
Vice President of Fitness
Center Operations
Lori Patrick
21. “ HR is a tough job because employees are never satisfied. You
can never pay
them enough and employee loyalty doesn’t exist anymore. Lori
and her folks
do the best they can in administering the HR policies in a fair
manner.”
Pamela Johnson, Vice President of Finance:
“ I think Lori will do a very good job leading HR at R FC. She
has a master’s in
the field and has been a quick study learning what R FC is all
about. I think the
challenge as we pursue improving profitability at R FC is to
look at all of our
costs—and HR’s budget may be affected.”
Lori Patrick
Director of HR
Susan Long
Recruiting Coordinator
Annette Smith
Mgr. of Training &
Development
Eric Robert
Mgr. of Compensation
and Benefits
Jonathan Henley
Vice President of Fitness
24. HR initiatives
that will help R FC achieve its strategic objectives.” Lori asks
for general
reactions, and staff members express excitement about the
opportunity. They
realize that a key to making R FC successful involves people
issues, but express
anxiety about developing specific strategic objectives. “Won’t
this make our
jobs more vulnerable if we don’t meet our objectives?” one
member asked. Lori
responded, “CEOs everywhere are asking their departments to
demonstrate
how they add value to the bottom line. We should develop
objectives we think
are challenging but have a good likelihood of being met. If we
do that and work
hard to achieve them, I think we can count on Mike giving us
his full support
even if we don’t meet every single one.” Another team member
said that she
was a member of SHR M and that there were member resources
available to help
develop strategic HR objectives. Lori enthused, “Great. We’ll
definitely want
to tap all the resources like this that we can. At lunch today,
I’m picking up a
copy of The HR Scorecard for each of you. The book’s thesis is
that HR can add
strategic value to an organization and offers a process that we
can use to develop
a scorecard to identify, manage and measure strategic HR
initiatives that will
drive or enable successful implementation of an organization’s
strategy.”
26. DEVELOPMENT
The HR Scorecard outlines a seven-step process to implement
HR’s strategic role
in an organization.
The HR Scorecard Seven-step Process
Clearly define the business strategy.1.
Build a business case for HR as a strategic asset.2.
Create a strategy map.3.
Identify HR deliverables within the strategy map.4.
Align the HR architecture with HR deliverables.5.
Design the strategic measurement system (HR scorecard).6.
Implement management by measurement.7.
Lori uses this process because she knows that what she is trying
to achieve
goes beyond presenting an HR scorecard but is, in fact, the
beginning of
repositioning HR into a strategic role at R FC.
Lori read The HR Scorecard in graduate school and is familiar
with the seven
steps. She contacts some school and SHR M colleagues about
the project and
receives some good suggestions and examples from other
industries. Her
colleagues stress the importance of meeting with stakeholders to
learn their
28. sales representatives has been an excellent motivation tool.
There have been only
a few months in the last 36 when monthly sales goals were not
reached.
Lori learns from senior management that there is general
agreement that
R FC’s strategy has shifted from revenue growth through club
expansion to
profit building through member retention and cost management.
While cost
management is important, R FC is not opposed to spending
money if the
dollars are an investment in something that will have a positive
return (more
than break-even) and is clearly linked to R FC strategy. In
regard to member
retention, it seems to Lori that while everyone knows member
retention is
important, no one is clear about their specific role in retaining
members.
Lori and her HR team members hold a series of focus groups to
collect
qualitative data on what the staff knows about R FC’s strategy
and their role
in it. The comments gathered indicate that staff members are
generally unaware
of what the strategy is, other than to make money; and further,
that employees
are unclear how they specifically contribute to the
organization’s strategy.
Lori knows from her experience that this is not uncommon. The
HR Scorecard
stresses that the business strategy must be very descriptive so
that employees
30. For the third step, Lori works with Mike Lowe on the following
graphic (see
Figure 4.0) to show how R FC creates value—and ultimately,
profit. While this
value map will likely be expanded, it provides a good pictorial
for managers and
employees to better understand R FC strategy.
Figure 4.0 – RFC Strategy Map
RFC Strategy Map: How RFC Creates Value
DISCUSSION QUESTIONS:
1) Explain the difference between a leading and lagging
indicator.
2) What other potential leading indicators exist in this case?
For the fourth step, Lori and her team spend considerable time
discussing the
R FC strategy and the organizational goals Mike Lowe had
established:
Have a minimum of 50 percent of adult members visit an R FC
center two n
times per week (currently only 35%).
Have 90 percent member satisfaction with R FC staff
interactions (no formal n
data collected, but anecdotal data suggests it’s well below that
now).
Improve profitability by a minimum of 10 percent annually. n
Interaction with Staff
32. In terms of HR deliverables, it becomes clear to Lori that there
needs to be
better alignment of the performance management system with R
FC’s strategic
plan. Currently, performance goals are focused on job
description activities
instead of on results that contribute to R FC’s goals.
As for member retention, Lori thought that HR needed to ensure
that staff
assigned primary responsibility for retention knew it, and that
they had adequate
customer service skills and training. While there was a need for
an individual in
management to have primary responsibility for leading retention
efforts, Lori
felt that HR should make sure that all R FC employees saw
member retention
as part of their jobs as well. All managers should incorporate
retention activities
and goals into employees’ annual performance plans. Lori
recognized that her
team and senior management must work to build a culture where
excellent
customer service is seen as an absolute priority and a core
value. Lori decided to
present this culture change to senior management as a multi-
year initiative.
Finally, Lori knew that the compensation system should be
analyzed to see
if an incentive program would be effective to focus performance
not only on
member retention efforts but on profitability as well. Lori was
aware of other
34. For the sixth step, Lori and her team reviewed the deliverables
that had been
developed within the strategy map and identified the following
preliminary HR
scorecard measures (Figure 5.0).
Figure 5.0: RFC HR Scorecard
Strategic
objective
Specific, measureable goal (HR
deliverable)
HR
scorecard
progress
Have a minimum of
50 percent of adult
members visit an
RFC center two
times per week .
Align the performance management
system to clarify skills and behaviors
required to increase member visit
frequency by _______.
Have 90 percent
member satisfaction
with RFC staff
interactions.
Create and execute a customer service
35. training program with 95 percent of staff
completing training with satisfactory
competency rating by _______.
Improve profitability
by a minimum of 10
percent annually.
Initiate a culture-building program by
_______. Once implemented, achieve
90 percent agreement (through an
employee survey) that culture promotes
and recognizes excellence in customer
satisfaction and organizational
performance.
Continue to achieve
new member goals
at current rate.
Align the incentive program for new
member sales with retention program by
_______.
Improve member
retention to 75
percent.
Have incentive program in operation by
_______.
Align the performance management
system with expected member retention
behaviors for all positions by _______.
Have 95 percent of employees receive
37. OBJECTIVES
AND SCORECARD
It seemed as though the 45 days had flown by. Lori held a final
meeting with
her staff before the presentation to senior management. “I want
to thank each
of you for embracing this strategic approach to HR. I realize it
is new to many
of you. You are all quick learners! Please understand that as we
go forward with
the HR scorecard initiatives, I am going to ask Mike to support
our team’s
continued learning of how to implement strategic HR, HR
measurement, etc. I
am sure that the senior management team will have
suggestions.”
Lori had greatly appreciated the support received from
Jonathan, her formal
supervisor. While she had kept Jonathan informed of her
progress and asked
for his input periodically, she felt empowered throughout the
process. She felt
confident that she had his support going into the presentation.
Lori took her PowerPoint presentation and notes and walked
toward the
boardroom to present her scorecard. She was pleased that all of
the people in
the room were familiar with the work that had been done, and
had contributed
to its development with their comments and reactions. In
particular, Lori was
satisfied with her efforts to gain support from Pam Johnson.
Pam and her team
39. HR team carried out, Lori, we’ve become aware how our
corporate strategy
and objectives could be clearer—not only to the senior
management and the
board, but to the entire staff. Thank you for that.” She also
appreciated the
comments that the exercise would be helpful for other VPs to go
through with
their departments as well, in some modified form, because it
provided a useful
process to identify and link what a department/division is
striving to deliver
directly into the R FC strategy.
Lori realized that the real work, in a sense, had just begun. The
HR scorecard
initiatives still needed refinement and communication
throughout the
organization. Mike’s comments about clarifying some of R FC’s
strategic
objectives would likely affect Lori’s HR scorecard. Lori had
quickly learned
from this experience that HR flexibility is important, because
any modifications
to R FC strategy could affect the HR strategy and the HR
scorecard. One clear
action item coming out of the presentation involved the need to
decide who
should have specific responsibility for member retention
activities and results.
Mike had already pulled Lori aside and said he would like to get
her input on
that decision. Everyone liked the idea of building a culture
where everyone
felt a part of creating a great experience for members visiting an
R FC center.
40. The work on the performance management system, training
program and
incentive program would take considerable time and effort to
develop because
Lori planned on having very open dialogue with the staff about
what was being
developed, why, and getting their input on the design of the
initiatives. She
knew from some of her discussions with staff that they were
still a bit fuzzy
on what the R FC strategy was all about and their role in it.
Hopefully, the
development of the HR scorecard would help all staff to better
understand what
R FC was trying to achieve. While she had concerns about what
might happen
if she didn’t deliver on her team’s HR deliverables, this concern
was more than
offset with the satisfaction that, for the first time in her HR
career, she was
engaging in strategic HR and seeing a clear link between what
HR was doing
and the organization’s bottom-line performance. It felt good.
DISCUSSION QUESTIONS:
1) Consider the process Lori used to develop this first draft of
the HR
scorecard. What do you think was done particularly well? Why?
What might
you have done differently?
2) As Lori observed, the real work begins once the scorecard is
developed and
put in place. What critical things will Lori and her team need to
do over the
41. coming months to be successful? What problems do you
anticipate?
SHRM members can download this case study and many others
free of charge at www.shrm.org/hreducation/cases.asp.
If you are not a SHRM member and would like to become one,
please visit www.shrm.org/join.
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