Reyes Fitness Company, Inc. (RFC) is a health facility that was founded by John Reyes in 1999. RFC offers its customers a wide range of services that include: access to an assortment of workout apparatuses, exercise sessions, personal trainers, swimming pools, on-site daycare

Reyes Fitness Company, Inc. (RFC) is a health facility that was founded by John Reyes
in 1999. RFC offers its customers a wide range of services that include: access to an assortment
of workout apparatuses, exercise sessions, personal trainers, swimming pools, on-site daycare

facility, TV relaxing zones and a snack station. RFC started its business in 1999 and has grown

to include 28 fitness facilities grossing $51 million in revenues and $1 million in net income by

2007. (Sherlock, 2008) Since the expansion, John has hired Mike Lowe as CEO. John has now

shifted his position within RFC from CEO to chairman. (Sherlock, 2008) Since Lowe has been a

part of the RFC team, he has identified areas for improvement and a much-needed shift in

strategy.

The purpose of this summary and action plan is to outline a strategic plan that can

improve facility processes and policies in order to ensure the success of RFC. This summary and

action plan will aim at highlighting the current challenges that RFC is facing. In addition,

information will be provided to uncover why challenges such as poor customer service and

decreased membership continue to be a problem for RFC. This report will showcase the required

adjustments that should be made and an effective action plan for RFC going forward.

Summary of Previous Presentations

The SWOT analysis that was conducted for RFC uncovered very important information.

The SWOT analysis is crucial to understanding an organizations future success or failure within

its industry (Tenney & Marquis, 2017). The many strengths that RFC displayed included the

following:

• Risk management, safety and security- RFC ensures buildings are clean, safe and

workout equipment is safe for use. (Sherlock, 2008)

RFC SUMMARY AND ACTION PLAN

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• Employee and Labor Relations- HR policies are carried out in an unbiased manner.

(Sherlock, 2008)

• Strategic Leader- Strategic leaders are willing and ready to improve the organization.

(Sherlock, 2008)

• Credible Activists- The HR department is fully devoted to meeting the strategic goals

of the organization. (Sherlock, 2008)

• Business Expert- RFC is confirming that experts are contributing innovative ideas

and interesting knowledge to improve processes. (Sherlock, 2008)

• HR innovators and Integrators- The HR manager is highly educated in the field of

Human Resources. (Sherlock, 2008)

RFC had one notable weakness, which was that they do not have a dedicated change

champion. (Sherlock, 2008) When reviewing the opportunities that RFC had, it was discovered

that HR can uncover groundbreaking ways of aligning overall growth with organizational goals,

in addition to increasing overall organizational diversity. Another opportunity that is available to

RFC is the invention of a new employee incentive program that will boost membership and

employee productivity. Unfortunately, RFC’s one huge threat is the front-line employees that

they are acquiring to represent their business. (Sherlock, 2008)

With the completion of the SWOT analysis, RFC can now reflect on the required

competencies for its employees and organizational capabilities. Requisite employee

competencies can be described as the skills, knowledge, abilities, and attitudes necessary to

accomplish anticipated performance in appointed tasks. (Module 3, n.d.) RFC’s proposed

required competencies for its employees should include (Berry, 2017):

• Employees are encouraged deliver excellent customer service.

RFC SUMMARY AND ACTION PLAN

Explanation & Answer

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