Data Model for Fitness Centre Case Study Example | Topics and Well Written Essays - 750 words

Data Model for Fitness Centre - Case Study Example It is only for the targeted people. This means that to attract new customer, one need to do target marketing. The basic requirement of target marketing is the identification of the prospect clients. This database keeps a track of the visitors and the activities performed by them. So when the centre wants to target new clients, it can not only get the address of the prospective clients to send brochures and other promotional stuff, but also the activities performed by them. This information tells the centre that what activities they prefer. So these pamphlets will be highlighting the attributes of those activities. The centre can periodically generate a report to find out the level of usage of the equipments. If the centre knows that which equipment is being used heavily, it can add quantity of those equipments. If the centre finds that some equipment is not used adequately, it can research for the reason of its less usage. The reason can either be its improper placement, lack of awareness about how to use it and so on. Thus, the centre can take appropriate decisions. The entities mentioned in the beginning are particularly chosen because these entities provide the basic ground for the database. Any business activity can not be done without including these entities. The attributes in each entity were chosen keeping in view their significance to the core business activity. For example, in the 'material_resource' table, we have not included depreciation method since it is not so useful for the core business activity. But the age of the member is essential to determine the fitness activity interests in various age

Human Resource Management Overview in Health Care Research Paper

Human Resource Management Overview in Health Care - Research Paper Example In this regard, past literature review can be helpful for healthcare human resource managers to manage their roles efficiently with the ever changing focus. The literature related to resource-based view (RBV) of companies reviews the level of employees’ knowledge, expertise, and capabilities along with their motivation and loyalty to be inseparable with the human capital of companies. More than that, formal and informal communications among employees and between employees and the company are recognized to be associated with social capital of companies. As per the Resource Based View (RBV), focus has changed from outside factors of competitive advantage to inside company resources, which has added legitimacy to the human resource’s claim that people are strategically significant to company success (Sadatsafavi & Walewski, 2013). The criticality of human resources in producing a long-lasting competitive advantage is necessary for the strategic leadership and management. O bserving human capital through the lens of RBV reveals the importance of human capital for creating competitive advantages as it is mostly the company’s most distinct resource and the means employed for creating and managing it could be complicated. It shifts and offers equal significance to human resource management system as a tool for creating competitive advantage from human capital. ... The behavioral arrangements provide sufficient inducements to the workforce, along with the built environment to add to the varied list of human resource management tools for increasing the criticality and distinctiveness of the mechanism from which the human capital pool of the company is created. Additionally, the principles of RBV indicate that the value generated by a rare, distinct, and complicated resource pool cannot be copied for reproduction by the competitors (Sadatsafavi & Walewski, 2013). When discussing human resource for health, decentralization of power and resources is important but more than that, it is the challenge to set answerability procedures in place of those who take decisions and act, irrespective of the matter what rank they hold. Human resource management, quality and equity of staffing cannot change for the better if decentralization policies are not there to check accountability. Equally important are innovations in capacity building of all actors in fra ming efficient incentive measures (Lodenstein and Dao, 2011). Evaluate Three to Five (3-5) Functions of Human Resource Management in Terms of their Level of Support to the Health Care Field, and then select which One You Believe is the Primary Function in Furthering the Health Care Field Some major functions of human resource management that add to the healthcare field include use of technology, which is going to increase in future in healthcare. The increasing focus on technology is going to impact job profiles of employees. It would heighten the role of leadership to adapt to the changed environment. It is general opinion that good leadership helps in creating a better job environment with reducing retention issues and employees’ crunch (Berardino et al.,