Team Paper – Manual – Agenda MGT522 Team Project

| March 31, 2017

Question
Team Paper – Manual – Agenda

MGT522 Team Project

Introduction
Many managers and organizations in the sport industry understand that a critical source of competitive advantage often stem from having an effective system for obtaining, mobilizing, and managing the organization’s human assets. This group project guides you in analyzing important human Re functions, designing a half-day strategic planning staff workshop, and constructing policies and procedures to achieve a competitive advantage through people.

Important HRM Issues for Paper

1. Recruiting and hiring methods:Processes are important to ensure your company will have the right employees, which is a function of recruiting and hiring. The recruiting section should include a description of the company’s main recruiting goals, how these goals line up with various recruiting methods, and what the company should do to do to achieve its goals. The hiring methods section should build on how applicants have been recruited, and address the likely candidate pool, which is inclusive of a diverse population. Specific areas of interest include describing what specific traits the company should emphasize, how the company will make its initial cut from all the applicants who appear, and the methods you would advise them to use for their final selection decisions.

1. Training and development practices:Transmitting organizational culture is the critical distinction between new employees who are “outside” the company from those current employees who are on the “inside.” Understanding socialization practices involves a clear description of how the company’s culture is transmitted. There are numerous means to educate employees such as speeches by the CEO, mentoring, the types of offices in the facility, uniforms worn by employees, formal orientations, and company picnics. Be creative in designing systems and programs for your sport or fitness center that facilitates the desired culture. Do not overlook the importance of policies and practices that encourage employees to learn and develop on the job. Proper training, advanced certifications, and professional development opportunities are critical components of an organization’s efforts to remain competitive in an ever-changing business environment. In the fitness, health, and wellness industry, safety skills are extremely important. Moreover, remember, well-designed development practices can enhance employee satisfaction and reduce turnover.

1. Compensation structure and benefits:The company’s compensation will address how the company will determine its competitors for employees, and the degree to which the company is organized through a strong top-down leadership structure and comparatively less empowered employees. Consider the degree of wage differentials between levels of employment. Consider administrative positions, salaried employees, hourly employees, and any sub-contracted work (e.g. cleaning company or Martial Arts professional). Consider the club or center’s benefits that are the non-monetary portions of the company’s wage bill. Reflect on such diverse topics as pensions, fitness club memberships, and on-site daycare. In the discussion of benefits careful attention must be paid to how much these things are going to cost, why you think employees would prefer these benefits to higher wages, and what additional rewards the company receives over cash compensation by providing benefits.

1. Performance management:The final issue focuses on how to get the very best performance possible from every employee. The first stage in improving motivation is identifying what it is that employees desires (increased compensation, flex time, comp time, vacation time, paid professional development, recognition, etc). Describe some of the ways that organizations can gather information on employee preferences, along with some basic information about what people in general typically want out of their work. Having measured preferences, the company needs to design a way of recognizing this performance through increased compensation. In an incentive pay system, managers should consider items such as how often incentives will be provided, whether incentives will be provided to individuals or groups, and all the potential downsides of providing incentives. Consider identifying the impact of non-monetary rewards and stress management.

Sample Outline for Employee Manual

TITLE OF CLUB OR CENTERMission Values Overview (Geographic location, services provided, current staffing, facilities, etc)

SECTION 1 – INTRODUCTION

· 1.1 Employment Applications

· 1.2 Employment Relationship

SECTION 2 – DEFINITIONS OF EMPLOYEE STATUS

· 2.1 “Employees” Defined

SECTION 3 – EMPLOYMENT POLICIES

· 3.1 Non-Discrimination

· 3.2 Non-Disclosure/Confidentiality

· 3.3 New Employee Orientation

· 3.4 Probationary Period for New Employees

· 3.5 Office Hours

· 3.6 Lunch Periods

· 3.7 Break Periods

· 3.8 Personnel Files

· 3.9 Personnel Data Changes

· 3.10 Inclement Weather/Emergency Closings

· 3.11 Performance Review and Planning Sessions

· 3.12 Outside Employment

· 3.13 Corrective Action

· 3.14 Employment Termination

· 3.15 Safety

· 3.16 Health Related Issues

· 3.17 Employee Requiring Medical Attention

· 3.18 Building Security

· 3.19 Insurance on Personal Effects

· 3.20 Supplies; Expenditures; Obligating the Company

· 3.21 Expense Reimbursement

· 3.22 Parking

· 3.23 Visitors in the Workplace

· 3.24 Immigration Law Compliance

SECTION 4 – STANDARDS OF CONDUCT

· 4.1 Attendance/Punctuality

· 4.2 Absence Without Notice

· 4.3 Harassment, including Sexual Harassment

· 4.4 Telephone Use

· 4.5 Public Image

· 4.6 Substance Abuse

· 4.7 Tobacco Products

· 4.8 Internet Use

SECTION 5 – WAGE AND SALARY POLICIES

· 5.1 Wage or Salary Increases

· 5.2 Timekeeping

· 5.3 Overtime

· 5.4 Paydays

SECTION 6 – BENEFITS AND SERVICES

· 6.1 Insurance

· 6.2 Cobra Benefits

· 6.3 Social Security/Medicare

· 6.4 Simple IRA

· 6.5 Vacation

· 6.6 Record Keeping

· 6.7 Holidays

· 6.8 Jury Duty/Military Leave

· 6.9 Educational Assistance

· 6.10 Training and Professional Development

SECTION 7 – EMPLOYEE COMMUNICATIONS

· 7.1 Staff Meetings

· 7.2 Bulletin Boards

· 7.3 Suggestion Box

· 7.4 Procedure for Handling Complaint

Agenda Template – Staff Development Workshop

Name of Meeting:

Date:

Start Time: End Time:

Location:

Participants:

Meeting Purpose (Objectives):

Meeting Outcomes:

Roles:

Facilitator:

Recorder (minutes, flip chart, computer):

Time keeper:

Time Limits

Notes and Actions(Objective, Small Group Work….)

Introductions & Welcome

Ice Breaker

Agenda Items

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