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
·
·
·
·
·
Next
Steps
