"Companies, for employees, now incorporate fitness membership as a part of their benefitpackage. The reason for this is that now a membership has become a common and essential partof the working Australians’ lives. This is not part of the total comprehension package. 3.Identification of future labour needStrategic HR plan is capable to predict the future HR requirement. HR strategic planninganalyzes the external environment and current human resources. The analysis of externalenvironment and proposing solutions about the future make it distinguish from routine HRresponsibilities. Bounce fitness is planning to expand and open new branch in city. Therefore, itrequire more manpower. Beside recruitment, it needs to retain existing manpower. 4. Impact of technologyA new concept being adopted by many fitness institutions worldwide was the use of technologyto improve customer service and to keep record. With use of technology customer service can bepersonalized and a continuous interaction between organizations and clients can be maintained.Therefore, it would be beneficial for Bounce fitness to have software like ‘Gym Master’ whichcan help in the management of customer records.This software in collaboration with internetmakes it simple to record the information. The clients can fill information online so that thetrainer can make follow-ups.5. Recent changes in legislationsSeveral factors have great impact on the organization as well as on the staff members. All ethicalas well as legal point to be considered for the organization are the legislative matters. So, therewill be great impact on the employees with change in the policy and the procedures of theorganization.Overtime RegulationsA new salary threshold was proposed by the Australian Department of Labor in 2015. It was toraise the salary threshold from $455/week to about $970/week in 2016. Now the agency isexpected to issue its final ruling this spring. The agency will decide it after reviewing the publicinput on the proposal. Employers must be prepared to take action in order to meet the termswhen the ruling is issued.Workers’ Compensation:4 In 2016 some states decreased their requirements of insurance costs and processes of workers’compensations. The federal government is advised by some in Congress to get ready to step in tomaintain the workers’ protection if benefits erode as a result. Businesses have to be aware of theemerging debate. Employee Pay:Throughout the whole country employers will adapt the minimum increase in wage, new laws onequal pay and paid sick time in 2016. The most severe equal pay laws were into effect fromJanuary 1 in Melbourne. According to these laws men and women holding the same positions ina company must be paid equally. As well as New South Wales becomes the fourth state in thecountry which needs paid sick time for the employees this year. According to the new statewidelaw employers having at least ten workers have to provide at least five paid sick days an year.PART B Human resource strategic plan1. Business StrategyThe bounce fitness centre has been following a specific kind of strategy to attain its objectives.They offer incredible classes, programmed related to health improvement and lower pricing aswell. They focus on the quality, whether it is related to equipments, staff or the centres. Theseare some of the factors which make Bounce fitness centre to move on the path to attain theobjectives. By following these strategies, Human Resources develop the human resourcesstrategic plan.2. Agree on human resource philosophies, values and policies2.1 human resource philosophies - Using this approach, HR of Bounce fitness is planning toreview existing HR policies. But, senior managers, departments and line managers shouldparticipate for the effective implementation of policies.5 2.2 Human resource values- The HR values is promoting diversity, equal opportunity, mobility,communication, consultation, collaboration and skills development.2.3 HR policies- Feedback from employees will help to review existing policies. With thesupport of senior management, policies will be implemented and communicated to allemployees.3. Strategic objectivesReviewing current policiesOn the basis of the strategic plan of Bounce fitness centre, the very first step is to assess the HRpolicy followed by it currently, for strategic HR planning process. In this organization, there aresome policies, which need to be updated like parental leave and EEO. Whereas there are sometopics which need to be revised as per the strategic planning of human resources; these are:induction, selection, training and recruitment.Objective of HR strategic planThe next step after this is to forecast what would be the HR needs in accordance with thestrategic objectives of the organization. It is very beneficial to analyze the demand as well assupply of the human resources. They are requiring 20 new employees for their outlet in PerthCentre. Apart from it, trainer, fitness centre manager and the receptionist are also required herein the Bounce fitness centre4. Developing HR Strategies To Support Organisational Strategies 4.1 Recruitment and Selection ProcedureThe selection criteria in bounce fitness include only qualification and experience. there should besome specific criteria as well. They always make efforts to attract the best candidates in theorganization. The supporting documents include job analysis, handling work samples as well ashandling resumes. The skills a candidate must possess to become eligible to work in Bouncefitness centre are as follows:? Skills to analyze and research properly6 "