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i Task 1: Knowledge Questions
Question 1

Read the document “7 HR best practices” provided on Canvas under additional information. What roles Human Resources can play in the formulation and implementation of an organisation’s strategic plan?
Question 2

If Bounce Fitness decided that in order to be effective it must develop high performing self-managed teams. Name common human resources practices that could be adopted to support this direction.
Question 3

Read through The Fitness Australia business Principles and Guidelines and the National Fitness industry code of practice, provided on Canvas under additional information. 
List the types of emerging practices or environmental trends that could impact on Bounce fitness staff.
Question 4

What types of information would Bounce Fitness needs to consider when predicting future labour needs?
Describe strategies that could be used to agree on human resource philosophies, values and policies with Bounce Fitness Managers
List options for sourcing Bounce Fitness labour supply and skill requirements.

Question 5

Describe the benefits and disadvantages of using one of the following options for the provision of human resource services.

External provision by a consultant or contractor or
Outsourcing the work to an external service provider or
Allocating the work to existing staff

Benefits Disadvantages
External provision by a consultant or contractor 
Outsourcing the work to an external service provider 
Allocating the work to existing staff 
Question 6

How could new technology be used to support human resource plans for Bounce fitness? 
Give examples of risks that need to be managed in relation to a strategic human resources plan.

A) The use of technology provides a positive impact in the Bounce Fitness and enhances a high productivity. The entire operations could be carried out easily using the advanced technology with the help of dedicated staff members. The entire working among the newly recruited members could be understandable and the completion of the activity becomes very less. The use of technology reduces the workforce in the Bounce Fitness and makes a better mode of practices in the working. The chance of error becomes less from the use of technology and enhances a better skill.
Question 7

Refer to the “Annual Strategic Human Resources Plan documents for Bounce Fitness” provided on Canvas under additional information. Name its key elements and requirements.Page 1 of 7

Both staff and customer confidence and comfort is essential with their health and
wellbeing of paramount importance. This framework is designed to provide guidance in
managing risks associated with COVID-19 within fitness facilities in Australia. It provides
recommendations that are evidence based and follow a risk-mitigation model. The
framework also provides a number of protocols should community transmission risk rise
and additional controls needed to be considered to keep fitness facilities open.

Fitness Australia is the peak industry body that represents
almost 30,000 personal trainers, fitness instructors, fitness
students and fitness business providers. Fitness Australia
sets industry standards to ensure that safe and effective
services are delivered to Australian communities to get
more people, more active, more often for better health and
quality of life.

In accordance with the gradual easing of restrictions
related to the COVID-19 pandemic in Australia, the
government has provided recommendations for a
staged return to fitness and leisure activities over the
following months.

The purpose of this document is to provide guidance to
Fitness Australia’s business members on requirements
for their staff and members to support a COVID safe

The framework aligns with public health and Safe Work
Australia recommendations for workplaces. It has been
developed by Fitness Australia through consultation
with industry nationally and internationally (IHRSA,
UK Active and Exercise New Zealand). Further to this,
Fitness Australia has also utilised resources from both the
Departments of Health and World Health Organisation to
ensure that the guidelines within the framework reflect
both national and international standards of practice.
The framework has also been endorsed by industry leaders
across the sector and Occupational and Environmental
Physician Dr Andrea James MBBS FAFOE(RACP) FRACGP

Throughout the COVID-19 restrictions phase, fitness
facilities in addition to the National Fitness Industry Code
of Practice, must align with best practice which includes
the guidance provided in this framework.

This guidance document by Fitness Australia will be
reviewed and updated regularly in accordance with
public health and government legislation which takes
precedence. This document will be reviewed by no later
than June 30th 2020.

Key Public and Occupational
Health Recommendations
Over the coming months, organisations will have an
important role in reducing the rate of transmission
of COVID-19 in the workplace and in the community.
Minimising exposure to COVID-19 in the workplace and
supporting public health measures in contact tracing will
reduce disruption to business in the long term.

The key recommendations by public health authorities to
control the transmission of the coronavirus are:

1. Physical distancing

2. Practice good hand hygiene, clean an7 Human Resource Best Practices (A mini-guide to HRM)

General HR

Human Resource best practices have been around for decades. They have served as guidelines for many HR professionals. But what do they entail, and why are they so important? In this article, we’ll go over the 7 best practices for HR.

In this article:
1. Human Resource best practices
2. Seven HR Best Practices
2.1 Providing security to employees
2.2 Selective hiring: Hiring the right people
2.3 Self-managed and effective teams
2.4 Fair and performance-based compensation
2.5 Training in relevant skills
2.6 Creating a flat and egalitarian organization
2.7 Making information easily accessible to those who need it
3. Synergies between HR best practices: Bundles
4. Human Resource Management best practices: a reality check
5. Conclusion

Human Resource best practices

The first question is: what is HR best practices?
Best practices are a set of Human Resources Management processes and actions that work universally. In HRM research, there are two schools of thought on how to manage people. The first one is best fit, the second is best practices.
· The best fit school states that in order to add value, human resource policies should align with business strategy. This means that HR should focus on both the needs of the organization and the ones of its employees.
· The best practice school argues that there is a set of universal HR processes that lead to superior business performance. According to its proponents, there are certain bundles of HR activities that support companies in reaching a competitive advantage regardless of the organizational setting or industry (Redman & Wilkinson, 2009).
We’ll skip the extensive scientific debate on the merits and flaws of each approach. With these kinds of discussions, the truth often lies somewhere in the middle.
This means that the HR strategy and subsequent HR activities should be aligned with the organization´s strategy for optimum efficiency (a.k.a. strive for best fit). In literature, this alignment has also been referred to as strategic Human Resource Management.

the FREE cheat sheet with 51 HR Metrics

At the same time, there are many best practices that have shown to lead to superior performance for the organization. If HR executes these practices correctly, they will add substantial value to the business and its goals (a.k.a. implement best practices).
In this article, we’ll focus on the best practices in Human Resource Management.

Seven HR best practices

The 7 Human Resource best practices presented below have been proposed by Jeffrey Pfeffer. Pfeffer wrote two books on this topic:
· Competitive Advantage through People (1994), and
· The Human Equation: Building Profits by Putting People First (1998)

In these books, he proposes a set of best practices that can increase a company’s profit. When these best practices are combined (or bundled), their impact is even more profound.
These best practices are:
1. Providing security to eBSB61015 Advanced Diploma of Leadership and Management


Manage human resources strategic planning

Task 1

Knowledge Questions Assessment

Candidate Instructions

You will answer knowledge questions for purposes of formal assessment as per the questions outlined in the questioning record below, and any additional probing or clarification questions required by the assessor.
The knowledge questions are designed to confirm your competency for all the required knowledge in the unit of competency.

Task Details

There is no restriction on the length of the question responses, unless indicated in the question or time restriction in completing the assessment. It is anticipated however that the assessment will take approximately
2 hours
to complete, and any word limit is as a guide only.

The assessment may be re-attempted on two further occasions (maximum three attempts in total). All assessments must be resubmitted 3 days within receiving your unsatisfactory grade. You must clearly indicate “Re-submission” on your resubmitted work.

You must complete all questions unassisted by the assessor or other personnel but may refer to reference material as may be needed.

All questions must be answered satisfactorily for the assessment to be completed satisfactorily.
For any assessment conducted that is incomplete, or without satisfactory performance, the assessment will need to be completed again after further training support. This may be simply to focus on question areas not achieved in the prior assessment.

Evidence to be collected

Answer the questions in as much detail as possible, considering your organisational requirements or the simulated organization provided.

In undertaking this assessment task, you as the candidate are providing consent for your work to be reviewed for the purposes of formal assessment in the unit(s) of competency. If you have concern regarding this permission, please discuss this with your assessor prior to undertaking the task.


To provide you with an opportunity to demonstrate your knowledge of the entire unit.

Candidate Declaration

Candidate name:

Trainer’s name:


Assessment declaration:

I declare that no part of this assessment has been copied from another person’s work, except where clearly noted on documents or work submitted.
I declare that no part of this assessment has been written for me by another person. I understand that plagiarism is a serious offence that may lead to disciplinary action.

Candidate signature:

Your trainer and assessor will mark your work satisfactory or not satisfactory and provide you with constructive feedback on Canvas.

Task 1: Knowledge Questions

Question 1

Read the document “7 HR best practices” provided on Canvas under additional information. What roles Human Resources can play in the formulation and implementation of an organisation’s sNational Fitness Industry
Code of Practice

Typewritten Text
May 2020


Fitness Industry
Code of Practice



Application of the Code


Standard Fitness Business Practice

Consumer Agreements

Terminating a Consumer Agreement








Typewritten Text
Version 2.0

Fitness Industry
Code of Practice
Fitness Industry
Code of Practice


Fitness Australia is the peak Fitness Industry Association representing over 20,000 exercise
professionals and 3,000 fitness businesses. We exist to empower the industry to engage more
Australians in quality health and fitness services.

Our vision is for more Australians to adopt a healthy, active lifestyle. We do this through proactive
leadership, engagement and service excellence. We’re here to professionalise exercise.

In pursuit of a professional accountable Fitness Industry Fitness Australia has produced the first ever
National Fitness Industry Code of Practice.

Designed for fitness service operators in the Fitness Industry, the purpose of the Code is to promote
appropriate standards of trading, inspire consumer confidence and enable business operators to
conduct services in a professional and ethical manner.

With support of the Australian Fitness Industry Standards Council and Meridian Lawyers, Fitness
Australia took reference from six (6) previous state and territory Codes of Practice, the Fitness Australia
Business Principles and Guidance for fitness business guide (2015), the current Australian consumer
law and extensive industry consultation to draft the National Fitness Industry Code of Practice. This
Code is now the new standard of business operation in a contemporary Australian Fitness Industry.

Separated into three (3) distinct parts, the National Fitness Industry Code of Practice clearly outlines
guidance for Standard Fitness Business Practice, Consumer Agreements and Terminating a Consumer

Designed to be prescriptive the Code offers clear guidance that meets legislative requirements for
business operation.

This Code administered by the board of Fitness Australia is a voluntary application by the members of
Fitness Australia.

Visit fitness.org.au/code-of-practice

© 2020 Fitness Australia Ltd All Rights Reserved


Fitness Industry
Code of Practice
Fitness Industry
Code of Practice


Application of the Code

This Code has been developed for the Fitness Industry, to:

(a) promote appropriate standards of trading by Fitness Industry business operators;

(b) enable business operators in the Fitness Industry to provide and conduct services in an ethical and
professional manner, with due care and skill, and with a view to better protecting the interests of
consumers; and

(c) promote consumer confidence in Fitness Industry business services.

This Code applies to suppliers of Fitness services in the Fitness Industry.

Nothing in this Code reducBusiness Principles
and Guidance
for Fitness Businesses

Copyright © Fitness Australia 2015


Preamble 1

Consultation on the draft Principles and Guidance 1

Introduction to principles based guidance 2

Framework for the Principles

Who is bound by these Principles?

Falling short of a Principle

Ten Principles That Promote Good Business Practice 3

Deliver health and exercise services with due care and skill 4

Ensure, so far as reasonably practical, 5
the safety of its customers

Take reasonable care to ensure the suitability of its advice 6

Pay due regard to the information needs of its customers, 7
and potential customers, and communicate to them in
a way that is clear, fair and not misleading

Treat their customers fairly 8

Aim to resolve customer disputes quickly and fairly 9

Ensure that proper records are kept and respect 10
the privacy of their customers

Ensure, so far as reasonably practical, the provision of a safe, 11
clean and comfortable physical environment for clients and
staff, paying due regard to health and safety requirements

Strive to operate an effective and sustainable business 12

Aim to establish a quality improvement culture 13

The Business Principles and Guidance for fitness businesses

have been developed by Fitness Australia as part of our

commitment to supporting the fitness industry to prosper and

grow. The objective is to outline and share some key principles

that we believe are a useful guide when considering what

constitutes good business practice. Some commentary as

well as a range of supporting resources, links and guidelines

accompany these Principles to assist fitness businesses seeking

to apply these Principles in practice. These resources will be

built on over time to meet the needs of a diverse and rapidly

changing business environment.

Consultation on the draft Principles
and Guidance
Fitness Australia has undertaken an extensive consultation

process on the draft Principles and Guidance. To develop and

gain industry support, we invited interested stakeholders to

provide feedback on the draft Principles. The Principles and

Guidance was developed throughout the following stages:

1. Internal review of the existing State and Territory based

Industry Codes of Practice to identify the common themes

and issues that regulatory authorities may wish to address;

2. Identification of a set of key Principles to support good

business practice in the fitness industry;

3. Consultation with fitness industry stakeholders, business

operators and our board of directors;

4. Consultation with Fitness Industry Code Administration

Committee (ACT) and Office of Regulatory Services (ACT);

5. Legal overview and finalisation of draft

Principles and Guidance.

Over the next 12 months, Fitness Australia will consult

with the Departments of Fair Trading in each State and

Territory jurisdiction as well as other regulatory bodies to


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