Executive Summary

Bounce Fitness provides the serving that makes the better modes of corporations in
the Brisbane and Melbourne areas by enhancing a high productivity though lowering the cost
of various programs in the innovative forms of wellness. It provides the approaches in the
promotion of good health and proactive. The staff member deals with the health-related
issues by the better managing of human resources.
Introduction: -
Human resource strategic planning provides the process that helps in identifying the
future and current human resources that is required in the company to meet the set goals. In
the organizations, it is important for making a better planning in the human resources that
further develop the strategic that assist in the future aspects. The strategic planning includes
the various activities that meet the set goals. This includes the staffing, policies required in
the workplace, benefits, compensation, retention, development, training and working safety.
This could be maintained from the human strategic planning that helps in the better forms of
working.
In this case, Bounce Fitness Corporate Marketing Plan in Brisbane has been
incorporated as the human resources strategic planning to enhance better forms of
productivity and reduces the cost with the innovative way of thinking in the wellness that
forms the set programs. From the analysis of the human resources, managements there
includes with the better form of planning that understands the values and mission of the
company. However, various approaches in the services help to meet the set goals required to
carry out the business. This assists to face various forms of challenges from the proper
planning in the human resource strategy .

Human resource strategic planning is a significant component of any business and this acts
as the link that allows the management of an organisation to associate with their workforce
and organise them to work towards the achievement of the strategic planning, corporate
mission, vision and goals. It enables the individuals from the organisation to get prepared
for their respective job roles and act accordingly so as to be able to fulfil their productivity
requirements and contribute positively towards the growth and development of the
organisation. The strategic plan for the current business is to increase its profitability and
sales and thereby gain more competitive advantage and stronger position in the markets of
its operations.
As the business is highly competitive belong to the software industry, therefore, it is
important to recruit those individuals as the part of the human resources who have the
competency as well as are driven towards success and achievement. Individuals with these
ideologies and zeal would be the most ideal for fulfilling the business strategies and
organisational goals and objectives. It is highly crucial to ensure that the candidates that are
recruited are provided with suitable training and development so that they can be
developed in such manner that they are able to comply with the organisational
requirements and perform such that they can meet the ultimate requirements of the
organisation.
The environment that surrounds the business of an organisation may influence the human
resource management practices in a varied manner. The various trends and practices that
are associated with the process of human resource management are highly affected by the
business environment and therefore it is important to conduct suitable analysis of these
trends so as to ensure that the major trends and practices that can greatly influence the
human resource management, can be identified and thereby utilised for developing the
strategic planning of managing the human resources. With the development of the business
world and international markets, which is highly facilitated by the globalisation, there are
certain trends that have been influencing the human resource manager, which is eventually
reflected on the overall human resource management practices. These trends include the
following:
• HR managers have been assisting the business leaders in the smart decision-making
processes. The HR managers have been contributing their advises with respect to new
business models so that the business can become more competitive, profitable and
efficient.
• The demographics of the workforce are getting younger.The millennials, that is, those
born between 1981 and 1997, have been dominating the global workforce and they operate
in a varied manner as opposed to their previous generation. These individuals seek those
organisations that have similar personal values and offer positive energy from the
workplace. Furthermore, these individuals prefer those organisations where they can
occupy leadership position within the next 3-5 years.
• Employers are implementing new ‘social contract’ with the employees.It has become a
rising trend whereby the employers have been engaging more with the employees and the
same has led to the rise of flexible work environment. Furthermore, the employees also
expect to interact with their employees to gain more knowledge that would aid in building
and developing their respective careers.
• The contingent employees have been shaking up the workforce. Also known as gig
economy, whereby there has been a rise in the contract or part-time employees who work
from varied locations and different time, thereby making themselves available for almost
24x7. It has been determined that 71 per cent of the Human Resources and Business
Executives have mentioned that contingent workers are highly important, although, only 11
per cent have been successful in efficiently completing the management processes of
handling these workforces.
The future requirements and needs for the skills and labour would depend upon the
advancements and variations that would be introduced within an organisation.
Furthermore, the option of labour supply sourcing would develop even further due to the
highly globalised world where every corner is linked with one another. Workforce planning
is associated with the identification and responding of the future HR requirements that are
required to be implemented within any organisation. It also provides the rational based on
the funding and development of the human resource programmes that are required for
supporting the organisational objectives.

The technological advancements have been affecting the various aspects of business
functions and it is expected that the same would be highly influencing the job designs and
job roles as well. The integration of technologies into the business operations are expected
to offer the following advantages:
•  Technology have been complementing various tasks, enhancing productivity, innovations
and improving the quality.
• The greater access to the data, telecommunications and analysis tools have been enabling
organisations to focus more on the social interactions, innovations, collaboration and social
interactions.
• The use or integration of machine learning and big data have been increasing the ability of
the machines towards performing different functions such as physical, cognitive as well as
certain social or language tasks.
• Technology has been making several high skill jobs more intrinsic and motivating the
workforce towards it, thereby, enabling more tasks, decentralisation and skills.  
Although there are several advantages due to the new technological integrations, however,
there are certain drawbacks that are associated with the same. These include the following.
The potential changes that are associated with the legal and industrial requirements include
the following:
• The decision of Brexit, which would affect the organisational processes at the industrial
level.
• The introduction of the PAYE modernisation and the real time reporting of the workforce
through the same ensures that the individuals are paid as per the deduction that have been
calculated and reported along with the payment being made.

Short-term 
• Short term objectives for the organisation is to recruit the hill skilled staff to increase the
sale by at least 10% within the next 6 months
• Also, a staff has to install the 50% of the technology from overall for the improvement of
technology.

Long-term
• Long-Term objectives for the organsiation, are to improve the modern technology with all
the new efforts of new strategic development of the company.
• Aware the public and market about the new operational changes and new business within
just one year by at least 60%.

Cost $ Benefit $
Technology 130,000 Revenue: webpage (5*5000) 25000
Employee hiring 2500 Micro Page Development (7*3000) 21,000
Employee training 12000 Social Media (8*5000) 40,000
Company website 5000 Advertisement (7*10,000) 70,000
Other Expenses 25000 Games (2*5000) 10,000
Total 174500 Total
In response to the business situation, a more formal trend analysis was undertaken which
uncovered some interesting data regarding new entrants to the market. Due to the arrival
of next generation computer design technology and software (i.e.:QuarkXpress, Adobe
Creative Suite) around the late 1990’s, the undoubted credentials and capabilities of
organisations are been suddenly overtaken by a proliferation of these new entrants,
including sole operators providing similar design solutions, and who were more than willing
to substantially undercut in price.
This new ‘ultra-competitive’ market situation was further impacted by the rise of a number
of design and multi-media colleges offering a variety of training courses in the use of these
design packages. It was as if almost anyone could train up and provide design solutions
faster and cheaper than the old school classically trained designers and art directors. To add
to this vigorous competitive environment, there was a move by many institutions,
corporations and government departments to employ communication managers with the
qualifications and knowledge to set up in-house studio operations consisting of ‘desktop
publishers’ who knew their way around the new generation software to provide everything
from marketing collateral, business presentations and even digital interactive solutions,
(websites and intranets) with great skill and immediacy.

Strategic Human Resources Plan

Operational/ Short Term HR Planning
A distinction is often made between long term HR planning or sometimes referred to as
manpower planning and what is called operational planning. Operational planning
essentially involves annual HR plans. Organizations usually have 2 types of plans- the long-
term strategic plans and the annual operational plans which involves annual goals e.g. sales
and profit targets for a given year (when are these reviewed for public companies.)
Operational HR plans are also in this category where annual HR goals – in line with the
organizational goals- are set and means of achieving them also set.
An operational HER plan is essentially a document that spells out what the organization will
do in terms of the various HR practices.
HRP as a Process
Given that conditions in an organization’s external and internal environments can change
abruptly. This implies that HRP should also be a continuous process whereby HR plans are
continuously updated to match changing external circumstances.  Thus, it does not make
business sense for the HR manager to form and continue implementing a plan that no
longer makes sense in view of the external changes.
In the process of establishing a comprehensive strategic HR plan, it is required to:
Enhance the experience of candidates by using latest technologies that include refined
online application process, connect with professional social media network and automated
testing interfaces.
Support initiative both at national and local levels by providing strategic advice, control and
monitoring schedules to operating departments, among which one of the most noteworthy
being Agile Organization hiring and succession planning for the software development
company.
Conduct several executive-level recruitments (including Human Services Director, Chief
Information Officer, Chief Probation Officer, Deputy County Manager, Perks Director, and
First 5 Director) that resulted in the successful continuation of services

HR Activity Potential Risks Potential Considerations

Recruiting
Employee conduct
Existing employee
 
Occupational health and safety Personal injury or death
Discriminatory practices  A complete screening of the
potential applicants is to be
conducted.
Wrongful hiring Establishing probationary
period
Recruitment of unsuitable and Observing the provincial human
unsafe candidates  rights laws
Reputation in community Following up the parameters of
the job description and
monitoring the same
Abuse Maintaining clearly written
position description for all kinds
of positions.
Compensation Conducting existing interview
Property Retrieving organisational
equipment and information that
were used by the dismissed
employees
Providing adequate training to
the staff