目前，雪山度假酒店採用的是傳統的人力資源模式，將所有與人力資源相關的問題都限制在由人力資源經理管理和解決(Hunter, Saunders， & Constance, 2016)。這一點得到總經理的加強，並部署給其他工作人員。多年來，由於直線經理和其他員工只專注於自己的工作職責，在人力資源活動中不合作，這種情況以一種消極的方式發展。這導致人力資源經理考慮引入外部資源來幫助管理部門內部的行政職責(Bhatia, 2009)。這將使人力資源部門有更多的時間來管理人力資源管理和提高員工的績效。外包服務可能是一種考慮的方法，但人力資源部門應該留在辦公場所內，以獲得有效的結果。雖然外包某些行政服務是可能的，但只能限於文件和文書工作。
建議人力資源部門考慮擴大規模，因為這將允許在組織內部進行適當的管理(Schniederjans, Schniederjans， & Schniederjans, 2015)。與外部人力資源機構分擔工作量，也會讓人力資源經理更加重視人力資源管理，確保員工的工作效率。我們必須牢記人力資源管理部門負責與員工互動，因此部門必須與各級員工溝通。人力資源經理負責行為準則、行為分析、諮詢、管理和滿足員工的需求和要求(Bohlander & Snell, 2010)。這意味著組織內的個人必須積極參與人力資源管理。培養員工只關注自己工作職責的態度，不利於組織的發展，必須立即消除。這種態度可能會助長員工的疏忽和無知，而這些員工後來可能無法報告工作場所的某些不當行為。
Currently, Snow Mountain Resort has a traditional human resource model which limits all HR related issues to being managed and resolved by the HR Manager (Hunter, Saunders, & Constance, 2016). This was reinforced by the general manager and deployed to other staff members. Over the years, this has developed in a negative manner since line managers and other staff limit themselves to their job responsibilities and did not co-operate in the HR activities. This has resulted in the HR manager considering involving the external source to help managing administrative duties within the department (Bhatia, 2009). This would allow the HR department to spend more time on managing human resource management and improve employee performance.Outsourcing the services may be one approach to consider, but the HR department is supposed to remain physically within the business premises to be give efficient results. While outsourcing the certain administrative services may be possible, it can only be limited to documentation and paperwork.
It’s advisable for the HR department to consider expanding as this would allow proper management within the organization (Schniederjans, Schniederjans, & Schniederjans, 2015). Sharing the workload with external HR agency would also allow the HR manager to give more attention to managing human resource and ensure proper efficiency of the staff.One must keep in mind that the HRM is responsible for interacting with the staff thus the department must communicate with the staff at all levels. The HR manager is responsible for code of conducts, behaviour analysis, counselling, management and addressing of employee needs and requirements (Bohlander & Snell, 2010). This means it is necessary for an individual within the organization to participate actively in management of human resource. Nurturing the attitude that employee will limit their attention to only their job responsibility is not good for the development of the organization and must be stamped out immediately. Such attitude may promote negligence and ignorance among staff who would later fail to report certain malpractices at the workplace.