Concepts, Principles, and Theories of HRM/IR at The Last Resort

This report examines the concepts, principles, and theories of Industrial Relations (IR) and Human Resource Management (HRM) within the context of The Last Resort, a hospitality establishment in Tasmania. It analyzes the employment relationship approach, focusing on the challenges faced by the resort manager, including high unemployment rates among tourism professionals and poor reviews. The report evaluates the impact of the employment relationship approach on developing worker agreements, including the use of mediation as a dispute resolution method. It highlights the shift to a pluralistic approach and its effects on worker efficiency and potential conflicts. The report provides an overview of the challenges and changes in employment approaches, and it references relevant academic sources.

CONCEPTS,
PRINCIPLES AND
THEORIES OF HRM/IR

Table of Contents
INTRODUCTION...........................................................................................................................1
Industrial relations ......................................................................................................................1
HR challenges.............................................................................................................................1
Employment relationship approach.............................................................................................1
Impact of ir approach on development of workers agreement...................................................2
Mediation....................................................................................................................................2
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................3

INTRODUCTION
 Concepts, principles and theories of Industrial relationship and human resource
management plays crucial role in establishing stable working environment for employees
in organisation.
 The Presentation will evaluate employment relationship approach followed by The Last
resort which is a 4-5 star integrated tourism and hospitality resort situated in regional
Tasmania.
 The presentation will analyse the impact of employment relationship approach on
development of workers agreement.
Industrial relations
 Industrial relationship is employment relationship which is denoted by management by
promoting the participation of employees in decision making, dispute resolution,
collective bargaining etc.
 The Last resort has effective relationship with its employees as the firm has corporate
cultural environment with stable management of team work according to workload
(Bush, 2012).
 The resort manager is facing various challenges with regard to HRM because, in
Tasmania unemployment in tourism professional chefs etc. has reached beyond national
average due to which management employed interstate people on 457 visa.
 The last resort follows American approach of managing relation where every employee
work together as a team (Fives, Canavan and Dolan, 2017).
HR challenges
 The increasing complaints that the resort has poor corporate citizen as it is not employing
and training local citizen instead it has recruitment employees on 457 visa.
 The resort has been receiving poor reviews about the foods and services continuously.
 Decreasing turnover and the communication has been declined in resort (Rousseau and
Shperling, 2013).
Employment relationship approach
 The new General Manager of the Last Resort is focusing in implementing premier
Employer of Choice which aims at employment of local people and payment to
employees according to current market rates.
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 The general manager will implement The British approach which is Pluralistic in nature.
 In accordance to approach the manager will divide workers into powerful groups
according to their skills and capabilities (Alcázar, Fernández and Gardey, 2012).
 The manager will implement this approach to establishing coordination d control on the
activities of staff members (ASTD. 2008).
Impact of IT approach on development of workers agreement
 The new employment approach will influence the working efficiency of workers as
previous every employee used to work as a team to attain one common goal but not the
team will be divided according to skills and capabilities of employee (Armstrong and
Taylor, 2014).
 The change is approach and agreement may to conflict among management and
employees.
 In order to make employees agree to approach and agreement the manager will make use
of Alternative dispute resolution method which is mediation.
Mediation
 This process will be used by manager to ensure the interest of employee with
organisation and its policies and practices.
 In this the manager will assist in resolving issues of employee by involving third party
which assist the firm in negotiating with employees on common interest (Becton and
Schraeder, 2009).
 The general manager of Last resort will ensure that third person who is involved in
negotiating is of trade union which works for the rights of employees.
CONCLUSION
 The presentation summarized Industrial relationship and challenges faced by general
manager of last resort in managing change.
 It outlined the change in employment approach and impact of changes on worker's
agreement.
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REFERENCES
Books and journals
Alcázar, M. F., Fernández, R. M. P. and Gardey, S. G., 2012. Transforming Human Resource
Management Systems to Cope with Diversity. Journal of Business Ethics.
107(4). pp. 511-531.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Becton, J.B. and Schraeder, M., 2009. Strategic Human Resources Management: Are we there
yet?. The Journal for Quality and participation. 31(4). pp.11.
Bush, R.A.B., 2012. Substituting mediation for arbitration: The growing market for evaluative
mediation, and what it means for the ADR field. Pepp. Disp. Resol. LJ. 3. p.111.
Fives, A., Canavan, J. and Dolan, P., 2017. Evaluation study design–A pluralist approach to
evidence. European Early Childhood Education Research Journal. 25(1). pp.153-170.
Rousseau, D.M. and Shperling, Z., 2013. Pieces of the action: Ownership and the changing
employment relationship. Academy of Management Review. 28(4). pp.553-570.
Online
ASTD. 2008. Tapping the Potential of Informal Learning. [Online]. Available through:
<http://www.mvc.astd.org/Resources/Documents/The%20Power%20of%20Informal
%20Learning.pdf>.
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