Labor forces analysis and forecasting techniques.
Fair Work Act 2009.
Equal Opportunity Acts.
Australian Consumer Law (ACL)
Monitoring and reviewing the plan.
Business strategies for ABC..
ABC fitness center is a fitness franchise that intends to offer fitness services at reliable prices and to achieve a unique identity in the fitness industry. The report is formulated to address the importance of workforce plan in an organization. The purpose of this report is to provide a complete workforce plan to deal with current issues the center is facing. The report includes labor force analysis and forecasting techniques which are to be implemented by the manager. Moreover, the report also elaborated breaching of legislation by the organization, and some recommendations are been made for the center.
The present manager of ABC fitness center is operating the business for five years but due to average customer satisfaction and legal consequences, the risk of losing business contract is increasing. The major issue reported in the organization is staff turnover. None of the employees at the center lasts more than 10 months due to a lack of employee satisfaction and workplace discrimination. The issues reported by the employees are workplace discrimination in terms of wages and rewards. However, overhead charges are low at the center but broken machine parts and unprofessional trainers are often reported by the clients. Because of these issues, clients remained unsatisfied and close their memberships at ABC. The center is also alleged for breaching several legislations. However, for improving business value and building memberships, there are two golden opportunities are available. A residential area and a retirement center are being established in nearby locations of the center. These centers are full of young families and retired old age people who are concerned about fitness and health.
Australia's labor force is significantly impacted by demographic trends. It has been reported that the number of people leaving is higher than joining the workforce between 2010 and 2020. Therefore, a limited number of workers are available on a bundle of jobs. Moreover, the trend of women's employment is also increased globally (Davis, Frolova & Callahan, 2016). Three chief trends prominent in Australia's present employment market are:
Labor supply trends affecting labor demand
An effective workforce plan can give several benefits to an organization.
An organization having a diverse culture and constant training programs are the two factors an employee wants from the job (Atwood, 2020). The plan allows developing a workplace having career development opportunities, financial benefits, work-life balance, business ethics, and social responsibilities.
The forecasting techniques allow us to evaluate qualitative and quantitative statistics to verify job types, employee numbers, skills, and capabilities. These methods are called demand forecasting techniques.
The case of an employee being bullied at the workplace comes under this act mentioned in the Fitness Industry Award 2010. Fair Work commission act was established to improve workplace behavior towards their labor. At the center, the case of low or delayed compensation for long working than usual shows the breach of the act (McCrystal, 2010).
The main focus of this act is to promote equal opportunity for all employees in the workplace. It generally aims to put a stop to discrimination based on age, gender, and others. The act sticks to the value of giving fair chance to each employee to grow in the organization. As studied in the case, the employees at the center are complaining about the different awards for the same job, hence it is a clear breach of the Equal opportunity Act (Lim, 2018).
The standard of the act is proposed by the Australian Competition and Consumer Commission (ACCC). The act allows the consumer or the employee to get familiar with the terms and conditions of the contract. Also, ensures the safety or services and products of the business. Under the standards of this ACCC, the center is in breach of ACL. The center has damaged machine parts which can be harmful to customers as well as for staff (Milnes, 2019). Also, the center did not provide a legal contract of employment to some of its employees.
The first step of implementation is to understand the needs of business and where it stands in the market. The organization needs to develop strategies and objectives to drive the structure. In this step, the center must define the plan, its key benefits, and targets to be achieved at the end. This step will include defining the plan to its risk and quality assessment. The second step of implementation is to understand the current trend of the labor market. The ordinary factors to be considered are Macroeconomics prediction, demographic inclination, regulatory trend, and talent movement trends within the center. The final step is to identify future talent demands of the organization (Berger, 2020). After executing business strategies into operation, one must deign the job requirements to implement the practices. The center needs to focus on skilled labor and job roles. Critical roles and employee segments need to be monitored at this stage as the execution of business strategies will require capable workers.
The workforce plan can be evaluated by acknowledging inside and outside workforce conditions. For the center, the key reviewing point is staff turnover. This factor can be identified by using demand forecasting techniques which are mentioned earlier in the report. Moreover, a center manager is liable to interview different employees to track the plan's progress (Arovah, 2016). The productivity of the plan can be reviewed by analyzing the following data:
Reducing staff turnover strategies
Improving business strategies
In this report, the implementation of the workforce plan in ABC center has been explained. The plan is defined after analyzing different aspects of ABC fitness center. All the current issues are being evaluated and monitored with the help of demand forecasting techniques. After all this evaluation a well-generated workforce plan is being established.
Arovah, N. I. (2016). Developing Fitness Centre and Sports Physiotherapy Care Industry in Indonesia. Accessed May, 26.
Atwood, C. (2020). Succession planning basics. American Society for Training and Development.
Berger, L. A. (2020). Talent Management: Handbook. MGH.
Davis, P. J., Frolova, Y., & Callahan, W. (2016). Workplace diversity management in Australia. Equality, Diversity and Inclusion: An International Journal.
Lim, L. L. (2018). A multicultural act for Australia. Cosmopolitan Civil Societies: An Interdisciplinary Journal, 10(2), 47-66.
McCrystal, S. (2010). The Fair Work Act 2009 (Cth) and the right to strike. Australian Journal of Labour Law, 23(1), 3-38.
Milnes, M. (2019). Consumer law: ACCC gains momentum in its push for higher consumer law penalties. LSJ: Law Society of NSW Journal, (61), 84.
Potudanskaya, V. F., Borovskikh, N. V., & Kipervar, E. A. (2018). Labor migration in the region: Assessment, forecasting, approaches to management. The Journal of Social Sciences Research, 256-264.
Sparkman, R. (2018). Strategic Workforce Planning: Developing Optimized Talent Strategies for Future Growth. Kogan Page Publishers.
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