I need help with the attached assignment. All necessary documents are attached
assignment_three_instructions.docx
ppt1.pptx
ppt_2.pptx
reyes_fitness_centers_inc_student.pdf
Unformatted Attachment Preview
Assignment Three
This paper will summarize the findings of the first two power point presentations and incorporate them into a
paper that will add an action plan of major tasks, persons or departments accountable for the actions, time to
complete. The time line with be explained in a narrative manner but will also include an action plan in graphic plan
such as a Gantt chart, PERT chart, excel spread sheet or just a list of tasks with relevant information. Students will
also identify metrics for the evaluation of the recommended transformation; explain the risks for not
implementing the changes, the significance of the strategic and administrative role of Human Resources, and
description of the resources needed for the transformation.
This paper can be used as a sample in a student e-portfolio to demonstrate knowledge of the strategic and
administrative role of Human Resources. The paper is expected to be written in an academic style in APA format
and include at least six scholarly sources and their respective in-text citations.
1.
2.
3.
4.
Title Page
Introduction and Purpose of the Paper
Summary or Recap from Previous Presentations
Summary of the Recommended Action Plan of Major Tasks, Persons or Departments Accountable, Time to
Complete
5. Metrics for Evaluating the Results of the Transformation
6. Risks of Not Implementing the Changes
7. Description of the Significance of Both the Strategic and Administrative Role of Human
8. Resources Needed for the Transformation (People, Time, Money, Support from the Top)
9. Summary and Conclusions
10. Reference Page
11. Appendix, Timeline/Action Plan, Revised Organization Chart, SWOT Assessment Chart
Please make sure you follow the instructions!
Also you must use the items that you are writing about as headers. So for
instance:
1. Title page (this is the only one you do not have to use Title page)
2. Introduction and purpose. I do want to see an APA header that says
Introduction and purpose.
3. Summary or Recap from PRevious… (Summary of Previous presentations)
4. and so forth.
Criteria
Criterion 1
Summary of
Recommended
Action Plan of
Major Tasks,
Persons or
Departments
Accountable,
Time to
Complete
Level 5 Exceeds
Expectations
2.5 points
Summary is
complete, thorough
and provides
excellent description
of all the major
elements. The
summary exceeds the
expectations for most
papers.
Metrics are excellent,
relevant for the
transformation and
the capabilities of the
Criterion 2
organization; they are
Metrics for
linked well to the
Evaluating the
objectives of the
Results of the
organization. They
Transformation
exceed the standard
submission for this
element of the
assignment.
Level 4 Meets
Expectations
2.25 points
Level 1 Did
Not Submit
Level 2 Does Not
Level 3 Meets Some
or Did Not
Meet
Expectations
Meet
Expectations
2 points
Minimum
1.75 points
Expectations
0 points
Meets some but not
Summary is generally all the expectations
complete, thorough
for being generally
and provides good
complete, thorough
description of all the and providing a good
major elements.
description of all the
major elements.
Summary is not
complete,
thorough
and/or does not
provide a good
description of all
the major
elements
Did Not
Submit or
Did Not Meet
Minimum
Expectations
for a
Capstone
Paper
Meets some bu not all
the expectations of
Metrics are good,
metrics that are
relevant for the
precise and relevant
transformation and
for the transformation
the capabilities of the
and the capabilities of
organization; they are
the organization.
linked well to the
They are linked
objectives of the
somewhat to the
organization.
objectives of the
organization.
Metrics are OK
and generally
relevant for the
transformation and
the capabilities of
the organization,
Could have been
even more precise
and relevant.
Did Not
Submit or
Did Not Meet
Minimum
Expectations
for a
Capstone
Paper
Risks were not
identified well or
were not relevant
or explained
accurately and
convincingly.
Did Not
Submit or
Did Not Meet
Minimum
Expectations
for a
Capstone
Paper
Did not provide
adequate insight
and/or description
of the significance
Did Not
Submit or
Did Not Meet
Minimum
Meets some of the
Risks were identified
expectations for the
Risks were identified,
really well, were
risks being identified,
were relevant and
relevant and
being relevant and
explained in a
explained in a
explained in a
convincing and
convincing and
convincing and
Criterion 3
professional/academic
professional/academic
professional/academic
Risks of Not
manner. The risks
manner. The risks
manner. The risks
Implementing
were well justified.
were well justified.
were not totally
the Changes
The segment meets
The segment exceeds
justified. The segment
the general
most of the
meets some but not
expectations for this
submissions for this
all the general
segment of the
part of the
expectations for this
assignment.
assignment.
segment of the
assignment.
Criterion 4
Risks were identified, Good insight and
Some insight and
Description of were relevant and
description of the
description of the
the Significance explained in a
significance of both significance of both
of Both the
convincing and
the strategic and
the strategic and
Strategic and
Administrative
Role of Human
Resources
professional/academic
manner. The risks
were well justified.
The segment meets
the general
expectations for this
segment of the
assignment.
All elements of
Criterion 5
People, Time, Money,
Resources
Support from the
Needed for the
Top were included
Transformation
and were presented in
(People, Time,
an exceedingly robust
Money, Support
manner with insight
from the Top)
and creativity.
Robust, thorough and
demonstrated
excellent knowledge
of the how
Criterion 6
organizations can
Summary and transform using the
Conclusions
outside in approach.
Exceeded the
expectations for the
summary and
conclusions segment.
Writes in an academic
and professional,
error free manner,
includes all the
required elements,
Criterion 7
writing is clear,
Academic
logical, flows well
Writing Style
and is convincing.
Including
Citations and
Introduction,
references are
Purpose
provided in accurate
Statement,
APA format. More
Citations and
than the six required
References
scholarly sources
were included. The
writing style exceeds
most submissions for
the capstone class.
administrative role of administrative role of of both the
Human Resources.
Human Resources.
strategic and
administrative role
of Human
Resources.
Expectations
for a
Capstone
Paper
All elements
of People, Time,
Money, Support
from the Top were
wither not
included or were
not presented in a
complete manner.
Did Not
Submit or
Did Not Meet
Minimum
Expectations
for a
Capstone
Paper
Demonstrated fair
knowledge of the how
Demonstrated good
organizations can
knowledge of the how
transform using the
organizations can
outside in approach.
transform using the
Meets some but not
outside in approach.
all the expectations
Met the expectations
for the summary and
for a capstone class.
conclusions for a
capstone class.
Demonstrated
some knowledge
of the how
organizations can
transform using
the outside in
approach but did
not meet the
expectations for a
capstone class.
Did Not
Submit or
Did Not Meet
Minimum
Expectations
for a
Capstone
Paper
Writes in a fairly
academic and
professional, some
errors but includes
most all the required
elements, writing is
fairly clear, logical,
flows generally well
and is somewhat
convincing. Citations
and references are
provided in almost
accurate APA format.
Some but not all the
six required scholarly
sources were
included. The writing
style is not totally
Writing does not
meet the
expectations of a
capstone class.
Does not write in
an academic and
professional, error
free manner,did
not include all the
required elements,
writing is not
always clear,
logical, and does
not always flows
well. . Citations
and references are
not all provided in
accurate APA
Did Not
Submit or
Did Not Meet
Minimum
Expectations
for a
Capstone
Paper
All elements
of People, Time,
Money, Support from
the Top were
included and were
presented in a
complete manner.
Writes in an academic
and professional,
error free manner,
includes all the
required elements,
writing is clear,
logical, flows well
and is convincing.
Citations and
references are
provided in accurate
APA format. The six
required scholarly
sources were
included. The writing
style is appropriate
for a capstone class.
All elements
of People, Time,
Money, Support from
the Top were
included but were not
all presented in a
complete manner.
appropriate for a
capstone class.
All needed elements
including
Timeline/Action Plan,
Criterion 8
Revised Organization
Appendix
Chart. and SWOT
including
Assessment
Timeline/Action
Chart were presented
Plan Revised
in an excellent
Organization
format. All were of an
Chart SWOT
exceptional academic
Assessment
and professional level
Chart
and exceeding most
of the submissions for
the capstone class.
Overall Score
Level 5 Exceeds
Expectations
18.1 or more
18.1 to 20 Points
format. The six
required scholarly
sources were
either not included
or were not
relevant.
All needed
elements including
Timeline/Action Plan,
Revised Organization
Chart. and SWOT
Assessment
Chart were presented
in a good format. All
were of an acceptable
academic and
professional level.
Meets some but not
all the expectations
for the appendix
section. Some but not
all needed
elements including
Timeline/Action Plan,
Revised Organization
Chart. and SWOT
Assessment
Chart were presented
or were not in a good
format. Some but not
all were of an
acceptable academic
and professional
level.
The needed
elements including
Timeline/Action
Plan, Revised
Organization
Chart. and SWOT
Assessment
Chart were not
presented in a
good format or
were not included
at all. All were not
of an acceptable
academic and
professional level.
Did Not
Submit or
Did Not Meet
Minimum
Expectations
for a
Capstone
Paper
Level 4 Meets
Expectations
16.1 or more
Level 3 Meets Some
Expecations
14.1 or more
Level 2 Does Not
Meet
Expectations
8 or more
Level 1
Failure
0 or more
14.1 to 16 Points
8 to 14 Points
16.1 to 18 Points
Zero Points
REYES FITNESS CENTER
Introduction
Reyes Fitness Center (RFC) is a state of the art
fitness center with an array of offerings that
cater to the needs of families. Recently, the
center has noticed a decrease in profit goals and
has begun strategic planning to increase profits
and encourage member retention. In order to
achieve organizational goals, Reyes must partner
with Human Resources (HR) to strategically
improve day-to-day functions and improve
financial performance and organizational
competencies.
This presentation will highlight the
current capabilities of Reyes Fitness
Center and explain how HR the
department can positively contribute to
the overall organizational success of
Reyes. SWOT Assessment will be used to
assess the internal and external aspects
of the company and provide
recommendations for improvement.
Organizational Capabilities
Extensive focus on health and fitness in
family friendly environment.
Offers full range of workout equipment,
pool, classes, personal trainers
Offers a wide variety of services and
fitness offerings
Snack bar with nutritional smoothies and
healthy snacks
On-site child care facility
Highly rated offerings, amenities, and
membership cost
28 centers to serve you.
Requisite Competencies
Staff Competencies
Fitness and nutrition
background
Customer service
Friendly attitude
Sales background
Strategic partner
Credible activist
Management Competencies
Performance management
Total Rewards approach
Strategic partner
Leadership
Communication
Proactive approach
RFC Challenges
Employee
Engagement
increases
profits and
productivity
and
decreases
low morale
and turnover.
Customer Retention
Increase profit
Current customer retention is 20% lower than
industry average
Goal is to increase by 10% or more
Employee awareness
Most of the staff is not aware of or familiar
with strategic partnering methods
Reyes Family Fitness Center
Family friendly environment with professional, knowledgeable staff
Summary of SWOT Assessment
Weaknesses
Strengths
Weaknesses are opportunities for improvement:
Strengths are beneficial to the organization:
Currently, there is a disconnect in the area of
development and succession planning that is weakening
the staff
Many of the staff, although willing, do not know how to
be strategic partners and don’t know their role in the
organization’s strategy
Management are business experts, but staff are not
In order to become culture and change integrators the
staff will need to be trained in these areas
HR, staff, and management must be aligned in order to
partner to improve overall performance
RFC has strengths in its staff that will foster the success
of the organization.
The staff is strong and the leadership is knowledgeable
in the industry
The organization is willing to invest the funds needed to
increase its staff’s competencies and improve the overall
performance of the company
RFC has strategic leaders that will lead them achieve
the goals of the company
The staff and management will act as credible activists
and this will help them to meet their goal in improved
membership retention
SWOT Assessment
HR Domains & Roles
S,W,O,T
Comments
Strengths
HR Development, succession
planning
W
Right now this is an area that
needs improvement thought
training to develop staff in
strategic partnering
Weaknesses
Talent acquisition
S
RFC has great staff the is willing
to learn and become strategic
partners
Opportunities
Threats
Total rewards
W/O
Improve for staff motivation
Employee/Labor Relations
O
Strategic Leaders
S
Current strength
Credible activists
S
Current strength
Culture & Change integrators
O
Opportunity for growth
Business expert
W
Employees need training in area
Proponents in HR and org. tech.
O
Improvements needed
Conclusion
Based on the challenges identified and the SWOT, my
findings are:
Building a workforce of strategic partners is the key to
RFC’s success in achieving its organizational goals.
The staff needs to be trained on strategic partnering in
order to become more engaged and begin to play their
role in achieving these goals and addressing challenges
RFC management are well versed in strategic managing.
This is an opportunity for management to step up their
involvement and become more proactive leaders.
Customer retention is RFC’s largest challenge. With the
help of the staff this is a very feasible feat and RFC can
become the organization that it aspires to be.
By improving the customer retention rate, RFC will
increase profits
Because of RFC’s diverse and experienced management,
they ware will on their way to achieving their goals
References
Mindtools, SWOT Analysis, retrieved from
https://www.mindtools.com/pages/article/newTMC_05.htm
Notesolution, Human Resources Management: Gaining a competitive advantage,
retrieved from
http://s3.amazonaws.com/prealliance_oneclass_sample/e5kKbwZMpg.pdf
Pictures from Google.com search
SHRM, The SHRM body of competency and knowledge, retrieved from
https://www.shrm.org/certification/Documents/SHRM-BoCK-FINAL4.pdf
SHRM Case Study
Assignment 2
Introduction and Purpose
This PowerPoint Presentation will discuss the following
information about Reyes Fitness Center:
SWOT Analysis Summary
Recommendations
Recommendations Added Value
“So That” Statement
Justification for the Recommendations
SWOT Analysis Summary
Strengths
Risk management, safety and security
Strategic leaders
Business expert
Opportunities
HR development and succession planning
Total rewards
Employee and labor relations
Culture and change champion
Proponents in HR and organizational
technology
Weaknesses
Talent acquisition
Threats
Credible activists
HR innovators and integrators
Recommendations
Recommendations to improve the human resource function
at Reyes Fitness Center:
Job Analysis of Each Position
Customer Service Skills Training
Rewards Program
Added Value
The recommendations add value to the areas of people,
performance, information, and workflow.
Job Analysis of Each Position
Position Guideline
90 Day Job Performance Evaluation
Customer Service Skills Training
Teaches Employees
Customer and Employee Surveys
A Motivating Rewards Program
Motivates Employees
An Analysis of Reward Usage
“So That” Statement
The Reyes Fitness Center’s Human Resources Department
are a team of innovators and integrators who serve the
organization and design appropriate business practices to
become unified solutions so that business problems can be
solved, and customer satisfaction can be increased.
Justification
Justification for recommendations:
A Job Analysis Can:
Help Meet Profit Goals
Customer Service Skills Training Can:
Increase Customer Satisfaction
A New Rewards Program Can:
Increase Employee Motivation
Summary
In this PowerPoint Presentation, we identified:
SWOT Analysis Summary
Recommendations
Recommendations Added Value
“So That” Statement
Justification for the Recommendations
References
Frost, S. (2011, July 1). Problems of High Turnover Rates. Chron – Small Business.
Retrieved from http://smallbusiness.chron.com/problemshigh-turnover-rates-11659.html
Heathfield, S. (2017, February 1). Job Analysis. The Balance. Retrieved from
https://www.thebalance.com/job-analysis-1918555
Scott, S. (2011, June 11). Why Create a Workplace Reward System. Chron- Small
Business. Retrieved from http://smallbusiness.chron.com/
create-workplace-reward-system-11014.html
Sherlock, J. (2008). Reyes Fitness Centers, Inc.: The Strategic HR Opportunity. University
of Maryland University College Attachment: SHRM Society for Human Resource
Management. Retrieved from
https://learn.umuc.edu/d2l/le/content/196013/viewContent/8103502/View
Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. (2012). HR talent and the new HR
competencies. The RLB. Retrieved from http://rbl-net.s3.
amazonaws.com/hrcs/2012/Hrtalent-Hrcompetencies.pdf
Strategic HR Management
Student Workbook
Reyes Fitness Centers, Inc.:
The Strategic HR Opportunity
By John Sherlock, Ph.D.
Project Team
Project leader:
John Sherlock, Ph.D.
Project contributor:
Nancy A. Woolever, SPHR
External contributor:
Sharon H. Leonard
Editor:
Courtney J. Cornelius, copy editor
Design:
Kellyn Lombardi, graphic designer
Production:
Bonnie Claggett, production/traffic specialist
© 2008 Society for Human Resource Management. John Sherlock, Ph.D.
Note to HR faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at
universities. Teaching notes are included with each. While our current intent is to make the materials available
without charge, we reserve the right to impose charges should we deem it necessary to support the program.
However, currently, these resources are available free of charge to all. Please duplicate only the number of copies
needed, one for each student in the class.
For more information, please contact:
SHRM Academic Initiatives
1800 Duke Street, Alexandria, VA 22314, USA
Phone: (800) 283-7476 Fax: (703) 535-6432
Web: www.shrm.org/hreducation
08-0669-Student
Reyes Fitness Centers, Inc.:
The Strategic HR Opportunity
Overview
This case describes a growing mid-size U.S. company in the Southeast in the
fitness club industry. The recently hired HR director is given the opportunity
by the organization’s CEO to propose HR initiatives to help the business meet
its strategic goals. The case gives HR students the opportunity to deepen their
understanding of strategic HR management. The case is divided into Part …
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