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Commercial Health & Fitness Industry Employee Compensation Information

IHRSA — Tue, 08 May 2012 15:44:24 +0000

For comparability purposes, the following table shows the median total compensation or hourly rate by job title for 2006, 2007 and 2008. Since each year represents a separate and different sample, caution should be used when analyzing these results.

To purchase IHRSA's 2008 Employee Compensation & Benefits Survey Results for the Commercial Health & Fitness Industry, visit the IHRSA Store.

Smoking At Work – Sending The Wrong Message?

IHRSA — Fri, 10 Feb 2012 14:01:05 +0000

As a health club owner, what image do you want your gym to project? Clean, state of the art exercise equipment? People working hard to live up to their New Year resolutions? A general feeling of healthy living? How about an employee lighting up a cigarette in the front parking lot? It is difficult to imagine any activity more at odds with a health club’s fundamental message than smoking. This begs the question: can I, as an employer, do something about it? The answer: maybe.

Health Benefits of Exercise

IHRSA — Tue, 10 Jan 2012 15:56:25 +0000

Exercise is truly a workout for the body and mind. It can help prevent illnesses, keep you energized, lift your spirits, and improve your athletic performance. Investing your time and money in exercise is an investment in a long and healthy life.

Hiring and Cross-Training Your Personal Trainers to Achieve Success

IHRSA — Thu, 08 Dec 2011 20:00:14 +0000

Personal trainers have a huge impact on all gyms. It is essential that your personal trainers know the ins and outs of your gym’s processes. If you take a look at staff ratios for gyms, the majority of them will come from the personal training team. Wouldn’t it be great if they could help with all aspects of club operations? This allows them to touch many more members which will benefit the club’s bottom line as well as their own.

Five-Star Service is so Simple! Is it?

IHRSA — Thu, 17 Nov 2011 16:13:58 +0000

Recently, my husband and I chose a trendy restaurant to celebrate our wedding anniversary. We had heard wonderful things about their superb service and the excellent quality of food. On popular rating websites, they are given five stars for food and service. We were excited to have our anniversary dinner at such a highly touted locale. When we made the reservation, we were asked if we were celebrating a special occasion. they might do something a little special for us during dinner, considering they asked. We arrived to the restaurant and walked into a romantic setting. So far, they were meeting our expectations.

Recording Events in the Workplace and Other Social Media Issues

IHRSA — Wed, 07 Sep 2011 14:14:26 +0000

These days, blurring the line between “professional” and “personal” social networking has never been easier. Risqué pictures of an employee in a club uniform can be posted on Facebook with the click of a mouse, but at great potential cost to the company’s reputation. Similarly, with or without harmful intent, an employee can undermine a company’s sustained effort in building and maintaining an important trade secret by posting a photo or a recording in a social media venue.

Hiring Top Candidates: The New Interview Rules

IHRSA — Thu, 04 Aug 2011 18:45:29 +0000

“Selecting top talent that will perform well and stay with your organization”

Early in my Human Resources career, I attended many hiring workshops that all offered similar advice and conventional wisdom for interviewing and effectively assessing candidates:

Talent Management in the Health Club Setting

IHRSA — Tue, 07 Jun 2011 14:21:21 +0000

By Dave Milani

Last month, I wrote about the definition of talent management and the process of establishing and implementing a talent management vision for your club, including some of the key concepts in talent management such as competencies. Competencies become the building blocks for the implementation of actual talent management programs and processes at your clubs. As a reminder, competencies are unique attributes or behaviors that make your employees different from the employees at other clubs. By establishing your club’s competencies, you will learn what you actually should be looking for in new employees and where you should be focusing your training, development and retention efforts for your existing employees. Keep these competencies in mind as you read this month’s column.

Talent Management in the Health Club Setting

IHRSA — Fri, 13 May 2011 13:33:26 +0000

By Dave Milani

In any service industry, the talent representing the organization to its clients is the difference between success and failure. This is especially true in our line of work. Your organization’s talent determines whether members enjoy their health club experience, achieve the results that caused them to join in the first place, and continue with their memberships. It also affects whether they buy ancillary services and grow (or reduce) your membership levels by sharing their experiences at your club with their friends, relatives and acquaintances.

ADA & FMLA: Are Your Business & Employees Covered?

IHRSA — Fri, 15 Apr 2011 13:46:39 +0000

The ADA and FMLA: Understanding Whether Your Business and Your Employees Are Covered.

By: Tex McIver and Ted Boehm

Understanding the federal laws that impact the employment of employees with “medical conditions” can often leave employers scratching their heads in confusion. The Family and Medical Leave Act (“FMLA”) and the American with Disabilities Act (“ADA”) overlap in so many ways that it is not always clear where one law stops and the other starts. Although there are numerous issues connected to these laws that merit attention, this article is aimed at helping IHRSA members determine whether their business (and their employees) are covered by the laws and, if so, what obligations, such as accommodations or leaves of absence, that they may owe their employees. Sometimes, the best way to begin unraveling the complexity of the interaction between the FMLA and the ADA is step back and look at the different purposes behind each law.