Strategic HR Analysis: A Case Study of The Last Resort, Tasmania

This case study examines the human resources challenges faced by 'The Last Resort', a hospitality and tourism resort in Tasmania, focusing on three key HR areas: recruitment, conflict resolution, and government regulations. The analysis highlights the importance of aligning recruitment strategies with organizational goals and local community expectations, addressing internal and external conflicts effectively, and adhering to government regulations to achieve the status of 'Employer of Choice'. The case emphasizes the need for the resort to balance the hiring of skilled 457 visa employees with the need to support local employment and manage potential conflicts arising from these decisions. The conclusion underscores the importance of effectively managing these HR issues to ensure the long-term success and reputation of the resort.

Case study “The
Last Resort”

Table of content
 Introduction
 Three key HR areas
 Conclusion
 References

Introduction
Human resources is considered as prime asset of an organisation.
If right people are working in a company they can cope up
with any trouble. But nowadays, number of employers is
continuously increasing and this has given more options to
qualities and potential employees.

Three key HR areas
Recruitment: Like of every
organisation, this company
also like to hire most talented
and skilled person for a job.
This is an old approach and it
has many flaws. They should
recruit an employee who
enjoy the work, for which
he/she is recruited.

Continue....
At the the time of recruitment, Last Resort has two options. One
is that they select 457 visa employees, who are highly trained
and qualified and other is that they hire locals who may not
have high qualification but because of government pressure,
company may have to selected them.

Continue....
Conflict resolution – When
business of a company
increases, then it also bring
more problems and disputes
in an organisation. Their are
various kind of internal and
external conflict which is
needed to be solved by
human resource team.

Continue....
Their are many employees in this organisation who are working
in it from a long period of time. The Last Resort should
promote this information in their operating region.

Continue....
Government regulations: If a company do not care about locals
then they can never earn the status of ''Employer of Choice in
region''. The Last Resort has given many jobs to ''457 visa''
employees. They resulted in high number of complains from
the side of local council and candidates who are going to fight
upcoming state election.

Continue.....
When an organisation earn too much bad promotion then their
attaining this mentioned desired goal is not possible. This is a
significant issue which should be resolved on priority basis. In
order to overcome problems relating to this area, they need to
hire more local candidates and train them according to their
needs.

Conclusion
From the above presentation, it can be concluded that to
become employer of choice it is very essential for “Last
Resort” to effectively handle three issues which are
recruitment, conflict resolution and government
regulations.

References
Costen, W.M., 2012. Recruitment and Selection.The Encyclopedia of
Human Resource Management: Short Entries. pp.379-387.
Taylor, S., 2014. Recruitment and selection.Strategic Human Resource
Management: An International Perspective. 10(6). pp.139-14.
Deutsch, M., Coleman, P.T. and Marcus, E.C. eds., 2011.The handbook
of conflict resolution: Theory and practice. John Wiley & Sons.
Reinhart, C.M. and Sbrancia, M.B., 2011.The liquidation of
government debt (No. w16893). National Bureau of Economic
Research.

Thank you