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Soumi answered on
Feb 21 2021
STUDENT NAME: 1
STUDENT NAME: 20
HUMAN RESOURCE MANUAL FOR OPENING A BUSINESS (GYM)
Table of Contents
Part A: Recruitment 5
Selection of Business 5
Establishment of Recruitment Need and Job Description 5
Approval for Recruitment 6
Job Description to Develop Clear and Concise Selection Criteria 7
Criteria for Customer Service Attitude and Experience fit for Service Industry 7
Choosing and Organising Selection Process based on Skill Requirements 7
Creation and Dissemination of Advertisement for Positions 8
Guidelines on Processing Applications 8
Guidelines on Reviewing Applications and Choosing People for Interview 8
Informing Unsuccessful Applicants 8
Providing Special A
angements for those Progressing 9
Processing and Filling Recruitment Records 9
Part B: Selection 9
Selection Criteria ensuring Merit-Based Selection and Adherence to EEO Principles and Law 9
Participation in Selection Processes 9
Evaluation of Applicants for Customer Service Attitude and Experience for Service Industries 10
Selection of People according to Attitude, Aptitude and Fit for Existing Organisational Culture 10
Selection Recommendation for Appropriate Candidates 10
Employment Offers according to Organisation Policy 10
Maintaining Record of Selection Process 11
Part C: Induction 11
Documenting Content, and Developing Format of Induction Programmes 11
Information included in the induction programme 11
Role of manager to ensuring implementation of induction programmes with minimum disruption 12
Part D: Modelling Professional Behavior 12
Manager acts as positive role model through individual performance 13
Manager’s support and commitment to achieve organisational goal 13
Treatment of people with integrity, respect and empathy by manager 14
Part E: Developing Commitment 15
Developing and communicating plans and objectives in consultation with team 15
Formation of consistent plan and objectives in context of organisation goal 15
Communicating with employees and encouraging team members to participate using roles and responsibilities 15
Encouraging team members to develop innovative approaches at work 16
Encouraging, valuing and rewarding team members for contribution 16
Open and supportive communication within team 16
Sharing information to wider enterprise environment with the team 17
Representing team interest in wider environment 17
Seeking feedback from team members and implement changes within the bound of organisational goal and policies 17
Part F: Performance Management 17
Delegating task and responsibility, identifying ba
iers and implementing processes to overcome ba
iers 18
Evaluating Skills of Team Members and Providing Opportunity of Individual Development 19
Monitoring Team Performance to Ensure Progress towards Goals 19
Providing Mentoring and Coaching to Support Team Members 20
Motivating Individuals and Team to Achieve Optimum Performance 20
Providing Recognition and Reward for Team Achievement 20
References 21
Part A: Recruitment
Selection of Business
The business selected for this programme is ‘Gym’ business. Gym in another term is known as fitness centre. As suggested by Andreasson and Johansson (2017), gym business is mostly started by enthusiastic people. It is a highly competitive business, and in fitness freak world, most demanded business. The name of fitness centre is ‘nature’s fitting fitness centre’. The gym business aims to help people in achieving fitness or developing good muscular body. The structure is formed, in which all the equipment necessary for providing fitness are available. Special trainers are also available, which help the customers in achieving good health. People, who are overweight or willing to develop muscular body or those, who are fitness freak, are the main customers of this business.
Establishment of Recruitment Need and Job Description
Recruitment of staff is the first and foremost objective of any organisation to run the successful business. The recruitment starts by laying the plan of what we need and what is the job profile. As suggested by Ekwoaba, Ikeije and Ufoma (2015), recruitment and selection procedure directly affected the performance of the organisation. Staff needed to run successful gym business are sales manager, operation manager, group fitness instructor, certified personal trainer, maintenance personnel, service technician, front desk staff, marketing and outreach manager, and human resource manager. Since the staff need is clear, now the next step is to write a job description for every staff member and give advertisement.
A job description does not need account for every task but it does involve certain important information such as job tittle, qualification and experience requirement. As suggested by Emptage (2017), job description ease the selection process as clear job description make sure that only qualified people for the relevant job come for the interview process. Guidelines for job description are as follows:
· A job description must have heading title. Heading tittle includes job tittle, qualification, experience, pay grade and shift timing and number of working days.
· After that summary of the objectives is given, which consist of general responsibilities and key task given to the relative job.
· Job description also includes short description of the organisation and aim of the organisation. Under this, the organisation describes about its history, success and reason for joining in not more than 3 to 4 lines.
· It also consists of special requirements and special education certificates. For example, in case of maintenance personal, heavy lifting is included while in case of trainer; certificate is needed, which assert them a certified trainer apart from experience.
· One can also include job task or some extra responsibilities, which can be given to the person. For example, in job task for sales manager, development of customer relationship is necessary.
Approval for Recruitment
It includes approval from management or owner, presence of money for organising recruitment and approval from logistic team. Since the business is new and there are no staffs, thus approval form logistic team is not necessary. The recruitment is initiated by the permission of owner. The first hiring will be done of human resource manager. The hiring is done by business owner itself. Business owners are two partners who are formed gym trainers. Rest of the recruitments are conducted and observed by HR manager itself.
Before any recruitment, the important step is to formulate the budget and forming the framework for allocation of money for various use. Business can be financed by using personal savings, by taking loans from financial institutions and by involving stakeholders. Once final figure is known, then allocation of money is done. Allocation is done for buying equipment of gym, hiring new staff, buying or renting structure for fitness centre, advertisement and other necessary amenities. Specific money allocated for recruitment is helpful in organising the recruitment process.
Job Description to Develop Clear and Concise Selection Criteria
Selection criteria are based on qualification, experience and willingness of person to do the job in given pay grade. Job description consists of selective information, which is the main requirement criterion for the selection. For example, for the post of receptionist, selection criteria as mention in job description include:
Qualification: graduate, any course
Experience: 1 yea
Pay grade: $7 per hou
Criteria for Customer Service Attitude and Experience fit for Service Industry
Criteria that incorporate customer service attitude include the presence of certain skills in candidate such as time management, attentiveness and ability to read customers. To ensure that the employees are fit for the services, background check will be conducted. This can be done by asking for the references of former employees. Thus, minimum one year of experience will be asked for eligibility.
Choosing and Organising Selection Process based on Skill Requirements
Every post has its own specific skill requirement, which is considered necessary for the selection process. For example, for the front desk receptionist, candidate must know data entry and good communication. For sales manager, candidate must have strong communication skills. For human resource manager, candidate must have strong team working spirit.
Creation and Dissemination of Advertisement for Positions
To reach the maximum candidate to join the organisation, advertisement plays a crucial role. It is helpful in reaching maximum candidates. Advertisement is done by posting job description for various staff positions on online job portal and by giving advertisement in classified section in some of the reputed local newspapers, so that information is reached to the maximum number of people. Applications are received in email through online job portal. Other applications are received through mail at the official mailing address.
Guidelines on Processing Applications
· Selection of completely-filled applications
· Further selection of valid applications based on job description
· Rejection of incomplete applications
· Rejection of unqualified or inexperienced applications
Guidelines on Reviewing Applications and Choosing People for Interview
· A
anging of applications based on minimum education
· A
anging of applications based on required skills
· A
anging of applications based on experience
· Selection of the applications meeting all the criteria such as education, skills and experience
· Calling people for interview
Informing Unsuccessful Applicants
Email shall be sent to all those applicants who had not cleared for the interview. Personal calls are conducted for all the selected candidates for further procedures.
Providing Special A
angements for those Progressing
Those, progressing in the job interview, are given time for the preparation of the interview. Personal emails are sent to every selected candidate describing the role and requirement by the company.
Processing and Filling Recruitment Records
Details of all the employees whose...