Human Resource at Fitness and Wellness Center
Fitness and Wellness Center is a place equipped with equipments used for diverse physical activities. Services and facilities offered by Fitness and Wellness Center identify with main work out area, theatre/Cardio area, classes for group exercises, and facilities for sports, personal training and tailor made physical activities among others. A number of people relate Fitness and Wellness Center with a gym, fitness center, fitness club or a health club (Hoeger, 2010).
Physical activities
Physical activities are the main emphasis of Fitness and Wellness Center, it has been noted that physical exercises are bodily activities that maintains and enhances overall wellness and health and physical fitness. Physical activities are vital for the human body, in that they help deal with cardiovascular system, strengthening muscles, weight loss, honing skills in athletics and for general enjoyment among other reasons (Hoeger, 2010). Health officials argues that regular and frequent physical activities help in managing lifestyle diseases, mental health, managing stress, building self esteem, improve body image, enhancing better sex life and boosting immune system. Some of the common lifestyle diseases identify with type 2 diabetes, heart disease, obesity and cardiovascular diseases. The list of benefits offered by the physical activities is endless (Hoeger, 2010).
Fitness and Wellness Center has committed human resources department that values human life through practicing physical fitness. Fitness and Wellness Center is committed in providing programs, quality facilities and instructions to the people in the community interested in physical activities (Hoeger, 2010). Fitness and Wellness Center ensures that the values of physical exercises are embedded on the community through running conclusive public awareness on the benefits associated with the physical activities. Fitness and Wellness Center is designed to offer luxuries services as well as family oriented services and atmosphere.
The vision of Fitness and Wellness Center is to enhance better health to the community, and the mission is geared at mobilizing the communities in embracing the health benefits that are offered by the physical activities (Hoeger, 2010). Managing Fitness and Wellness Center is not easy without effective human resources services. Surveys indicated that the most important asset in any organization is human capital, an indication that the organization values the benefits of its employees working together in building a better community in relations to alleviating challenges experienced by the people who do not value physical exercises (Hoeger, 2010).
Physical exercises at Fitness and Wellness Center are classified into three categories, namely flexibility exercises, aerobic exercises and anaerobic exercises. Flexibility exercises offered at Fitness and Wellness Center relates to improving joints and muscles due to stretching among other activities (Hoeger, 2010). Aerobic exercises target endurance of cardiovascular. Such exercises identify with skipping rope, cycling, walking, playing tennis, rowing, walking, and swimming, running and hiking among others. Anaerobic exercises focus on strengthening of muscles on short terms. Examples being functional training, weight training, high intensity interval training, eccentric training and sprinting among others.
Categories of physical activities in Fitness and Wellness Center identify with continuous training, strength training, agility training, interval training and eccentric training. The purpose of the physical activities is in building power, speed, balance, coordination, accuracy, respiratory or cardiovascular endurance, flexibility, stamina, agility and strength (Hoeger, 2010).
In each and every activity, there is always a limit. Excessive exercise has the possibility of leading to blood circulation problems, slow development of muscle tissue, abnormalities in the heart rhythm, heart scaring and at times to stroke. Fitness and Wellness Center ensures that professional training and supervision of the physical activities is at the best of the benefits (Hoeger, 2010). Inappropriate physical exercises may lead to accidents, it is argued that rhabdomyolysis is common among new trainees. Ending rigorous training abruptly also contributes to changing moods and depression. Women are known to suffer from amenorrhea as a result of rigorous physical exercises.
Human resources department at Fitness and Wellness Center contribute to the success of the organization, in that the different components of the organization are propelled by the efforts of the employees, and that all employees work under human resources department. The strategies of the organization are controlled by the human resources department. Human resources in Fitness and Wellness Center is responsible for hiring employees, controlling costs of employees, offering employee termination and offering employee training among other responsibilities (Belcourt et al, 2007).
An effective human resources management encourages development of human resources management plan that evaluates the strategic position of the organization. Issues of outsourcing talents and downsizing are critical in realizing the vision of the organization. It is important harnessing talents and skills in meeting the objectives of the organization. Communication allows people working together interact constructively. Human resources allow incorporation of human face in the organization.
Job design
Job design is part of the human resources department in Fitness and Wellness Center, the persons involved in the job design put together diverse elements making up Fitness and Wellness Center. Job design is developed bearing in mind on the individual and organizational worker requirements, and also reflecting on the ergonomics, health and safety. Different departments in Fitness and Wellness Center are coordinated by cultivating effective open communication.
Surveys at Fitness and Wellness Center have shown that the job design in place is responsible in defining the tasks to be done, how and when the tasks will be carried out, the number of tasks to be done, the order in which the tasks will be done, factors influencing the operations of tasks and the general organization of the tasks and contents (Belcourt et al, 2007). An effective job design cultivates work relationships with the values and goals of the organization. The responsibilities attached to each and every task must be well understood by the human capital in making sure that people within Fitness and Wellness Center are working towards achieving the desired vision and mission of the organization.
Surveys indicated that an effective job design is expected to allow employees to put their own input, which is influenced by the personal needs of the employees, workplace circumstances and the work habits of the employees (Mathis & Jackson, 2010). In other words, the employees must be allowed to make simple decisions in their workplace. It is argued that employees feels as part of the organization if they are involved in the decision making processes, and also in that it is easy to implement such decisions basing on the improved implementation of the desired objectives.
An effective job design enables employees to feel a sense of accomplishment, in that they feel part of the organization. Fitness and Wellness Center has tried its best in making sure that employees are motivated enough to carry out their day to day activities. Employee motivation improves the morale of the employees. Different employees are motivated by different things, it important for the job design to customize the tasks to the abilities of the employees (Mathis & Jackson, 2010).
It is vital for the job design to focus on employee training requirements, which allows the employees to know the kind and extent of the work expected from them. The job design must also provide effective rest and work schedules and at the same time allow provision of feedback considering the performance of the employees and the expected targets of the organization.
Employee morale can be improved by employing simple tactics. The common ways of motivating employees identify with aligning the company performance with the individual economic interest of the employee, taking a genuine interest in the career of the employee, taking a genuine interest in the employee’s work-life balance, listening actively to the employees and treating the employees in the same way each one of the individuals may prefer.
Aligning the company performance with the individual interest of the employees is best done by developing incentive programs that focus at the specific needs of the employees. It has been noted that different employees have different needs and ambitions. As the Fitness and Wellness Center prospers, it is expected that the employee base within the organization grows at the same rate, there are different reward systems used in enhancing motivation of the employees (Belcourt et al, 2007).
Taking a genuine interest in the career path of the employees is another way of boasting the employee morale, it has been noted that employee’s attitudes may be shaped by the development of the employee’s career. This is best done in Fitness and Wellness Center through coaching, mentoring and training among other systems. It is important to focus at what the employee values most (Mathis & Jackson, 2010).
Reflecting on the employee work-life balance is another model of improving the morale of the employees. Fitness and Wellness Center ensures that the work schedules are flexible enough in addressing the specific needs of the employees. Concerns of Fitness and Wellness Center on issues like; family commitments and appointment by doctors among others makes the morale of the employee to boast, in that their personal needs are addressed by the organization. Small gestures offered by the Fitness and Wellness Center go in handy in improving the commitment of the employees in working in the organization.
Employees love being listened to by the top management teams of the organization, in that thoughtful listening makes the employees feel valued and important in the organization. Issues such as job improvements, frustrations, concerns, challenges, and conflicts, issues of parents and issues of kids are some of the issues majority of employees air (Mathis & Jackson, 2010). It is not just listening, but intelligent listening, where the managers must separate what is important from what is not important or what should wait.
Fitness and Wellness Center has been sensitive on how it treats employees, it is important for the organization to respect the employees and at the same time to respect the job done by the employees. In so doing, the organization encourages employee morale and motivation.
It is important noting that using positional powers drives at disrespecting employees; this type of behavior should be discouraged. Other vices is by the top management teams failing to acknowledge work done by the employees and leaders taking the whole credit for the work done by the employees (Sze, 2005). Employees are humans too and should be credited for the good work. Losing temper and being emotionally stingy are other vices that should be avoided. The list is endless; the important bit is to enhance an all inclusive and effective organizational culture.
Training services
Training is part of the human resources department at Fitness and Wellness Center. Majority of the training sessions are committed to the employee training and development and also training customers on the best approaches to the physical activities. The world is changing fast with socialization and globalization. Global competition is best managed by ensuring that the organization is ready to face the global changes; the best approach is by arming the human capital in addressing the challenges swiftly and creating a competitive edge out of the changes (Sze, 2005).
Knowledge is important in industries where uncertainty is the order of the day. Knowledge in organizations triggers development and is considered to be a basic capital. Fitness and Wellness Center has been committed in terms of information, money, energy and time in offering training and advancements to the employees and target customers. The world is changing fast, some of the these changes have resulted to challenges that never existed before, taking a critical look at the health matters, lifestyle diseases in the earlier days were considered not significant and contributed to a negligible cases of health challenges, this has changed with most people in the society being diagnosed with lifestyle diseases.
Fitness and Wellness Center is in place responding to the challenges brought about by people lacking physical fitness (Mathis & Jackson, 2010). The world in the twenty first century is full of uncertainties, complexity and turbulence as the environment requires different knowledge in tackling the current challenges. The multicultural societies have diverse models of sorting and understanding things, an indication that human resources at Fitness and Wellness Center must be willing in dealing with people originating from different societies.
Human resources at Fitness and Wellness Center argue that employee training and development contributes significantly to effective risk management strategies and effective management practices (Mathis & Jackson, 2010). Employee training and development is done in accordance with the request of the employee, survey results of the employees, improving the evaluation deficiencies, advancing on the individual development plan, adapting to the changes in the law and regulations, developing new leaders in the organization, bringing in new employees in the organization, advancing the available equipments with advanced equipments, introducing new managers, introducing new programs, introducing new technology, adapting to safety measures and reassigning schedules to the employees.
Employee training and development has been taking new shape with modernization, it is argued that employee training and development contributes to the organizational efficiency and productivity. The quality of the job contributes to job satisfaction, employee retention, improved morale of the employees and improved skills applied while working. Employee retention in organizations is attributed to working with colleagues that value one another, being administered to challenging opportunities and tasks and advancing the career growth.
Employee training and development in Fitness and Wellness Center has contributed significantly in aligning the performance of the employees to the vision and the mission of the organization (Belcourt et al, 2007). It is important for each and every organization to invest heavily on the human capital. The benefits of employee training and development identify with the fact that employees are placed in a better position of dealing with the customer base, the organization meets its vision and mission with ease, employees are more productive, employees are less subjected to supervision, employees feel motivated, employees are ready to work as teams, employees engage in continuous learning, employees are in a position to adapt to changes with ease and that employee retentions and attraction rate will be very high among other benefits.
Human resources within Fitness and Wellness Center have enabled the organization to develop as a learning organization by creating the right environment. Learning environment in Fitness and Wellness Center has been encouraged by the overall organizational culture. Organizational culture and climate is a subject of attitudes, values and the beliefs that shape how people within the organization look at issues.
Supportive organizational culture is encouraged through recognizing that learning as part and parcel of the organization, expectations of learning are supported by resources, learning should be encouraged in all levels of the organization, consider mistakes as channels for advancing learning, developing the right policy to address issues of employee training and development, providing ample time for learning and allowing new skills to be practiced in the organization. All these attributes are sensitive in enhancing effective training services in the organization.
Recruitment activities
Employee recruitment process is critical in each and every organization. It has been noted that running a successful and an effective business must be supported by highly performing teams. Human resources department in Fitness and Wellness Center ensures that employee recruitment is tied to the talents of the employees. Employee recruitment at Fitness and Wellness Center considers the process as ongoing; in making sure that the organization is prepared, in case any of the employees vacates the organization for whatever the reasons. Hiring great people in organizations is not a one day process; it takes time to spot the right talent in the market.
Qualified candidates are subjected to further scrutiny, in making sure that the organization selects the right people with the right skills and abilities that will propel the vision and the mission of the organization. A recruiting strategy is a useful tool for human resources departments in organizations.
Selection approaches
Selection approaches for employees in Fitness and Wellness Center is best done through a recruiting strategy. A recruiting strategy is step by step procedure used in filtering the best talents in the market. A recruiting strategy is sensitive in setting the resources required in the process, where to source the talents, assign the people involved in the recruiting processes and developing the right environments for picking the best talents in the market.
Finding the right cadre of employees is not a simple process, and there is no one process that is perfect. Imagination sets the recruiting sources, but is subject to failures. In responding to the challenges of recruiting people, Fitness and Wellness Center engage in diverse sources as a way of netting the right talents. Deploying resources is the first step in setting the right recruiting strategies. Fitness and Wellness Center erects headhunts, ads and online postings among other models. Different organizations are suited to different resources depending on the type of business they do.
Fitness and Wellness Center has embraced employee referral program, where the existing employees are given a chance of bringing in new talents into the organization, in attempt of developing high performing employees. There are costs, resources and time involved in netting top performing employees in the organization; it is not a free mission. It is important for the organization to strategically focus at the target employee base. Employee recruiting metric allows monitoring on the way the requirement processes are being carried out in the organization (Sze, 2005).
There are different organizations that specialize in the recruitment services in the market, commonly referred to as consultants, headhunters, online recruiting services and search firms that ensure that their target firms get the best brains (Mathis & Jackson, 2010). Technology has also developed recruiting software for the employees in assisting organizations get the best minds for the target market. Employee recruiting requires a critical look at the underlying variables, and that the activities must be planned effectively, results must be measured and that the process must be ongoing.
Performance appraisal systems
Performance appraisal (PA) is also known as performance evaluation, performance review, employee appraisal or career development discussion. Fitness and Wellness Center applies performance appraisal in evaluating the performance of employees. Career development is emphasized by the human resources development, since career development in employees and the performance appraisals are directly proportional. Fitness and Wellness Center encourages constant employee performance.
Performance appraisal at Fitness and Wellness Center is carried out as a periodic and systematic process that allows the organization to evaluate the productivity and performance of each and every employee in the organization. There are predetermined criteria and objectives that are in line with the vision and mission of the organization used in defining the performance of the employees (Belcourt et al, 2007).
There are a number of attributes that are reflected on; identifying with past accomplishments, behaviors related to the organizational citizenship, the future of the employee, weaknesses of the employees and the strongholds of the employees. Collection of the performance evaluation data involves three major aspects that are put into consideration namely: judgmental evaluation, objective production and issues of personnel. Performance evaluation in the twenty first century is mainly done in half of a year or in quarterly basis of the year. Performance appraisals in Fitness and Wellness Center has enabled the organization to determine the position of the company in the job market, define the best producers of attaining the desired ends and finally in setting the right vision and mission that is in line with the issues on the ground. In other words, performance appraisals have been sensitive in developing realistic goals.
Promotion systems implemented
Promotion of employees in Fitness and Wellness Center is part of the human resources department. There is a number of promotion systems applied in the processes namely: relative merit based promotions, up or out promotion systems, seniority based systems and absolute merit based systems. Promotion systems are expected to increase the performance and efficiency of the organization.
Selection systems in Fitness and Wellness Center take diverse forms, some of the common forms identify with application blanks, interviews, oral examinations, resumes, assessment centers, written examinations, personality tests, situational judgment tests, bio-data and evaluation of past experience. Different systems take different time limits and resources.
Fitness and Wellness Center emphasizes on a performance system that allows the organization to judge the attitudes, perceptions and the qualifications in meeting the needs of the employees. Fitness and Wellness Center industry is characterized with a number of changes; there are high emphases in flexibility in selecting the right candidates to work in the firm. It has been noted that organizational norms influence the decision making techniques of an organization. Organizations must be very careful while promoting employees, selecting the wrong employee for promotion results to diverse conflicts in the organization. It has been noted that selecting the right employee is not a one day job and that it requires due diligence in reaching at the final decision (Belcourt et al, 2007).
Promoting employees calls for the organizations to comprehensively understand the wrong reasons connected with the promotion, this is critical in preparing an organization in dealing with the side effects of wrong promotions, if they so do happen. Organizations must be aware that competence is different from promotion. Organizations must brainstorm on the reasons behind employee promotions, cultivating open communication, considering the strong and the weak points of the employees, calculating the costs of detachments and finally understanding the ways of addressing a rejected promotion.
Pay parts and other benefits
Pay parts and other benefits are ways of motivating employees, it has been noted that different employees in organizations are motivated by different things. Fitness and Wellness Center has developed an open communication system that allows the employees in the organization to express things that motivate them. Positive work environments are characterized with great work places, and that employees are motivated to work even harder. Surveys have indicated that happy employees are more productive and ready to tackle new challenges. There are deep relationships among perceptions, attitudes, employee satisfaction and the success of the organization (Sze, 2005).
The common motivational benefits in organizations identify with bonuses, perks, amenities, education, money, promotion and positive recognition among others. Different employees have different motivating factors, an indication that organizations must be willing in establishing the exact needs of the employees in order to be relevant (Belcourt et al, 2007).
Team building activities over the years has been related to employee motivation. It is argued that teamwork allows ordinary employees to accomplish extra ordinary accomplishments. Teamwork allows people from different backgrounds and cultures come together in arriving at the desired goals. Team building in organizations is considered one of the easiest and important ways if keeping the organization in the running mode. Team building ensures that organizations have strong foundations that are critical in propelling the organization to the future.
The structure of the teams constitutes the group itself, the goal, the leader, critical feedback, assessment mechanisms and mechanisms of adapting to the changes. Leaders in teams must be willing to foster open communication, and also acknowledge that the teams are made up of people that must be valued. The main essence of the teams is to make sure that the group benefits as a team in whole, and that all the members of the teams are willing to contribute freely to the development of the team in meeting the goals and objectives of the organization.
General supervisory styles
General supervisory styles relate to the leadership styles within the organization useful in meeting the vision and the mission of the organization. Leadership is about having a definite vision and communicating the vision to the willing followers. Leaders are expected to show way to the followers. Organizational goals are humanitarian or entrepreneurial and are expected to be met within the stipulated timeframe. Surveys in Fitness and Wellness Center argued that leaders create a sense of passion and purpose in meeting the vision and the mission of the organization (Mathis & Jackson, 2010).
There are different leadership styles applied at different situations, leading people is very difficult especially people from different cultural orientation. Psychologists and businesspeople have developed main leadership styles in the organizations. The common leadership styles identify with transactional leadership style, autocratic leadership style, bureaucratic leadership style, charismatic leadership style, participative/democratic leadership style, Laissez-Fiare leadership style, task oriented leadership style, relations/people oriented leadership style, servant leadership style and transformational leadership style. It is expected that leaders in organizations must be aware of the different leadership styles and the different situations that require the leadership styles. There is no one leadership style that works for all, some form of a mix of leadership styles must take place depending on the environment.
Recommendations
Building an effective organizational culture is the best approach in running an organization. Organizational culture defines the human behaviors in the organization and the meaning that the people working in the organization attach to issues and actions. Organizational culture incorporates the vision, values, working language, norms, symbols, systems, habits and beliefs (Sze, 2005).
Organizational culture incorporates collective assumptions and behaviors that are passed over to new employees as pertaining to the feelings, perceptions and the way of thinking. Organizational culture defines the interaction of people with one another, stakeholders and clients. Developing an effective organizational culture will benefit organizations with higher productivity, increased marketability and enhanced interaction among the employees (Belcourt et al, 2007).
In conclusion, organizational culture is the lifeblood of each and every organization, and that an organizational culture encourages interaction of the employees within and outside the organization. Organizational culture incorporates all the activities of the human resources department. Fitness and Wellness Center is more of concerned with the physical fitness of the human beings, there are many benefits associated with doing physical exercises.
References
Belcourt, M. et al. (2007). Managing Human Resources . Ottawa: Nelson College Indigenous.
Hoeger, W. W. (2010). Fitness and Wellness. Stamford, Connecticut: Cengage Learning.
Mathis, R. & Jackson, J. (2010). Human Resource Management. Stamford, Connecticut: South-Western Cengage Learning.
SZE, M. C. (2005). Human Resource Management. Civil Service Branch , 34-171.
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