Overview of Personnel Policies and Performance Appraisal at Bound Fitness
Bound Fitness Policies and Procedures
1.1) The policies and procedures of Bound Fitness centre provide support as well as direction to the fitness instructors and personal trainers for ensuring that they follow the standards or guidelines of their industry. The personnel policies of Bound Fitness highlights that all the employees in the organization are classified in terms of full- time, temporary and part-time. Among these various personnel policies, performance appraisal policy reflects that the performance of each employee based on their success of meeting their job responsibilities. The aim of this organization is to conduct review performance of each employee after every six months.
- a)Not getting promotion in an organization might be humiliating even if the performance of that employee is good. In this case, fitness instructor of Bound Fitness believes that she has been discriminated in office that she was not given promotion to assistant manager because she was women. Instead of feeling depressed, she must provide a written application to the higher authority of this company. The application must be written in such a way that the company must justify their decision for not promoting her. In the application it must be mentioned that if the company does not justify the action then she can file a complaint to EEOC (Equal employment Opportunity Commission). EEOC is the federal agency that implements civil right laws within the organization and attempts in reaching a settlement.
- b)While complaining to the higher authority of the organization, she must negotiate her employment conditions as asked by Centre cleaner. While negating her employment conditions, she must highlight her valuable contribution in the company. She must also mention prevailing salary structure of the company in relation with gender discrimination.
1.2) As both the Fitness Instructor and Cleaner wants to take the issues further, their grievances will be taken into consideration if they produce a written complaint application to the higher authority of Bound Fitness. In the application, the trainer must mention the reasons why she should be entitled to promotion. In addition, she should express her regret for not getting promotion despite working under agreements and policies of this company. They should also reiterate their interest for getting further promotion in this organization.
Promoting the Organization’s Industrial Relations Procedure
2.1) The handout must be designed keeping in mind the customer’s needs and preferences. Different instruments and innovation of new fitness moves as well as aerobic classes must be included in the handout.
2.2) It is vital that employees must be treated fairly as well as receives proper responses for solving problems. An employee can begin a grievance procedure in the following way:
Step 1: Discussing complaint with Supervisor
The trainer must discuss their complaints with the present supervisor within 4 working days, so that it is resolved in a speedy as well as unbiased way. If this complaint is not being resolved within these days, then they must proceed to second step
Step 2: Prepare a complaint form and submit it to HR advisor for reviewing it by higher-level supervisor
If the trainer of this organization feels that the complaint has not been resolved then she must submit a written complaint application to the HR consultant within one week. Now, the HR consultant will send this copy to higher-level supervisor for solving their grievances. However, if the issue is still not resolved, then they must proceed to next step
Step 3: Submit this complaint form to the HR director for reviewing it by Manager
If the trainer is not satisfied with their decision, then they must submit the form to director of HR within 5 more days, so that this copy is submitted to manager. Now, the meeting will be held between manger and director for resolving their issue.
Procedure for Resolving Employee Grievances
Step 4: Submit this compliant form to Vice President of Bound Fitness for final appeal
Now the Vice President will take the decision regarding the grievances of the trainer within two weeks. However, the trainer should accept the decision taken by the President of Bound Fitness.
2.3) Every points in the handout along with graphics of instruments or training devices must be included in the presentation. However, it must presented in such a way so that it can attract more customers.
Manage Industrial Conflict
3.1) Several potential causes of industrial conflicts that might occur in Bound fitness centre includes-
- Differences in work style of the employees- Each trainer in this industry uses several equipments for providing training to the customers. Moreover, customers prefer different ways in getting the job done and hence the trainer uses various work style. This might cause conflict.
- Discrimination in Gender- Conflict can also arise from gender discrimination in the workplace of Bound Fitness and this adversely affects on the business environment.
3.2) The industrial relations policies that relate to management of potential conflicts are:
- Determination of employment of terms as well as conditions in employers interest
- Establishment of communication nad consultation mechanisms for resolving workplace issues
- Providing social protection to the employees
In case if the organization does not have proper HR department, then it engages the legal counsel services or consultant in order to advise on critical issue that involves activities among employees, providing information to the employees about their rights under federal laws as well as upholding employers fulfillment with employment laws.
3.3) Trainers’ supervisor can be the expertise for industrial relations for Bound Fitness.
3.4) The methods useful in containing potential conflicts include proper communication with the trainers, programs for motivating the employees and arranging meeting for resolving issues.
3.5) The manager of the trainers can be sourced to asset this potential conflicts. For implementing industrial relation procedures in Bound Fitness, the management should cooperate as well as support their employee’s decision and provide training as well as development for adapting new policies.
3.6) Monitoring the implementation of policies and procedures to Bound Fitness includes-
- Reporting to the management of Bound Fitness in order to implement policies and procedures
- Preparing and producing the documentation of policies to the management of this company.
- Working in conjunction with their mangers
Enhancing Industrial Relations
4.1) Almost all nations have some type of minimum salary legislation. In Australia, national minimum salary refers to minimum base pay rate given to an employee who works for ordinary hours. Hourly workers are basically eligible for their overtime payment. In this case, the salary of the personal trainer must increase according to legislation and Bound Fitness documentation. As demand for personal training increases in this nation, it is necessary that the organization must increase the salary of the trainer on hourly basis. This will motivate their employees in the company for staying in this job and maintain good relation between employer and trainer.
4.2) It is being recommended that the management of Bound Fitness must analyze their employees job performance and their work dedication before increasing their salary that has been asked for.
4.3) The HR management team must be sourced as industrial relation expertise for solving this issue.
Organizational Policies and Procedures
5.1) Bound Fitness industrial relations policies and procedures includes-
- Customer relationship procedures- The main objective of this company is build good relationship with their customer through various relationship program. They even creates products according to the needs of customers and communicating them in proper way.
- Quality policy- maintaining quality level in the organization helps in stimulating their reputation with their customers. It also aids in ensuring compliance with statutory as well as safety needs. They also provides high quality services for satisfying their customers
5.2) In order to monitor these policies and procedures, they must consult with the senior authority before implementing these policies and methods. Action plan for implementation of strategies includes:
- a) Targeting the levels
- b) External as internal environmental factors are to be considered
- c) Implementation of behavioral strategies to be used.
5.3) For gaining feedback on industrial climate of this company, they must develop good relation with the customer through proper communication. These should be implemented through proper marketing strategy that will help in consistently satisfying the customers’ expectations on their services.
Demonstrating employees and industrial relations procedures of Bounce Fitness
6.1) In Australia, national as well as state laws cover EEO (Equal employment opportunity). It also covers anti discrimination in the business environment. This must include- education, training and development to the employees for preventing gender discrimination in workplace.
6.2) other state where legislation covers EEO is United States where it is designed for protecting their employees from discrimination. Other federal industrial relations system includes workers entitlements as well as awards, flexible arrangements in working etc.
6.3) The industrial relation instrument that should be covered by the company is to create Fair Work commission that will facilitate in resolving disputes among staffs.
6.5)The promotional strategy that could be effective in promoting grievance procedure includes- effective communication campaign, monitoring plans for providing good service to the customers.
Support Employees
7.1) Working with legislation and agreements for providing written advice on employees relation on industrial matters is useful for improving its financial performance. Employees relation problems on industrial matters includes- gender discrimination, equal opportunity and harassment in workplace. Therefore, the company must work with legislation and support their employees for any grievances regarding all these issues.
7.2) The organization must treat complaints and grievances seriously and deal with it within specified timeframe. It should also involve – maintenance of proper communication with employees and confidentiality regarding business activities. Moreover, grievances procedures should not be utilized in challenging decisions against higher authority of the company.
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