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Summary unite 2 gb520.docx GB520 Unit Two Assignment “The Reyes Fitness Centers, Inc.: Case Study Purdue Global University GB520 Strategic Human Resources Management Unit Two Assignment “The Reyes Fitness Centers, Inc.: Case Study Introduction Reyes Fitn
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unite 2 GB520 Unit Two Assignment “The Reyes Fitness Centers, Inc.: Case Study Purdue Global University GB520 Strategic Human Resources Management Unit Two Assignment “The Reyes Fitness Centers, Inc.: Case Study Introduction Reyes Fitness Centers (RFC), Inc. is seeking to address thei...
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GB520
Unit Two Assignment –The Reyes Fitness Centers, Inc.: Case Study
Purdue Global University
GB520 Strategic Human Resources Management
Unit Two Assignment –The Reyes Fitness Centers, Inc.: Case Study
Introduction
Reyes Fitness Centers (RFC), Inc. is seeking to address their gym retention
rates and applying as new HR strategy. Mike Lowe was chosen as CEO two years ago when
founder John Reyes decided to step back from day-to-day businesses (Sherlock, 2018, p. 5).
Mike is considering what is the best way to improve the growth of the company while not
going to the open 24-hour business model. He realized that one of the main issues for RFC is
their retention rate, which is currently 20% below the national industry average (Sherlock,
2018, p. 7). To help reduce this issue, Mike has hired a new Director of Human Resources,
Lori Patrick, who will plan to show how the company can work to reach their strategic goals.
The HR department mainly works with the individuals or human capital of a company (Daft,
2017, p. 243). This gets them a good recourse for strategic HR plans and records. Ms. Patrick
will need to know what is leaning to these retaining issues, are there other issues combining it,
what is the company’s bottom line, and setting the relationship between customer and member
of staff. To help clarify her results, Ms. Patrick is going to apply the HR scorecard model. This
will allow her to show Mike and the other senior managers how HR and their actions can assist
in the growth of the member retention rate of RFC.
HR Scorecard Process
An HR scorecard is an approach that demonstrates how the HR department is
backing the organizations strategic goals and operational plans (Singh & Sethi, 2017, p. 21).
Using a scorecard permits the surveyor to calculate the effectives of the company and track if
there are adjustments as the new plans are executed (Singh & Sethi, 2017, p. 21). Scorecards
, can report items such as: Productivity, hiring, turnover, successes, customer satisfaction, and
more
(Gomes & Lirio, 2014, p. 14). It does not only reveal the importance of the HR department, but
it also is a good instrument to show the return investment in other departments, which can help
higher executive make the most informed choice when making modifications inside the
company (Singh & Sethi, 2017, p. 24). It also permits for all departments to have a clearer
insight of their roles in the organization which can help lead to better productivity and a higher
employee retention rate (Daft, 2017, p. 247).
There are numerous steps in constructing the HR scorecard and when
accumulating the data for it (Mello, 2018, pp. 150-160). One of the first steps is to come
together with the different departments to see how HR impacts the region and if there is
something HR could do to enhance the work inside that department. Next, the HR department
must hold monthly seminars and focus groups with the employees to better understand their
interests and ideas about the strategic plan (Mello, 2018, pp. 150-160). Evaluate any data or
deliverables from teams and departments and determine what requirements adopted in the
scorecard (Mello, 2018, pp. 150-160). Below are the actions that Ms. Patrick must use as she
builds her HR scorecard. To have a successful outcome.
1) Explain the business strategy.
2) Make a case for HR as a strategic collaborator.
3) Establish a department and strategy diagram.
4) Meet with specific departments.
5) Meet with employees.
6) Review statistics from business office and competition
7) Find HR Deliverables
8) Create the HR scorecard
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