代写论文：人力资源
人力资源商业模式在一个组织中既有积极的一面，也有消极的一面。Oke(2016)确定人力资源商业模式对员工生产力的影响。随着人力资源经理成为人力资源商业伙伴，他们更倾向于寻找有技能的员工，并利用他们(Stritesky & Quigley, 2014)。另一方面，由于对员工技能的关注，人力资源业务合作伙伴模式提供了识别技术员工、培训和发展员工的范围，以便在竞争激烈的酒店业务中获得竞争优势。Bennett & Ho(2014)指出，人力资源商业伙伴倾向于评估员工的绩效。这一综述有助于组织确定员工的力量和弱点，从而有助于与员工敬业度相关的战略决策。此外，还可以组织员工培训课程，以提高员工的技能。
代写论文：人力资源
根据业务合作伙伴模型，HR业务合作伙伴需要执行四个任务——管理专家、员工冠军、战略参与者和变更代理(Sandholtz & Burrows, 2016)。然而，在大多数情况下，在组织中定义并不清楚，这导致了模型的应用失败。对于雪山酒店集团来说，人力资源经理的主要职能是与一线管理者紧密合作，为员工的待遇提供战略性的视角。然而，没有任何解释是作为行政专家或员工冠军。因此，可以说，对人力资源业务伙伴定义的困惑有时会导致模型的无效。这意味着在一个组织的背景下，关注HR业务伙伴的所有四个特征是很重要的。因此，应用业务合作伙伴模型，可能会提高业务绩效的效率，但可能无法成为一名员工冠军或管理专家。最主要的原因是使用集中的服务中心将会在组织中使用。
代写论文：人力资源
HR business model has come with both positive and negative effects within an organisation. Oke (2016) identified the impact of HR business model on the productivity of employees. As HR managers works as HR business partners, they tend to focus more on finding skilled employees and harnessing them (Stríteský & Quigley, 2014). On the other hand, due to the focus on employee skills, the HR business partner model provides the scope to identify skilled employees, groom and developing them so that they can be used for gaining competitive advantage in the competitive hotel business. Bennett & Ho (2014) remarked that HR business partners tend to review the performance of employees. This review helps the organisation to identify the strength and weakness in an employee and thereby helps in the strategic decision making related to employee engagement. Further, employee training programmes can also be organised for improving employee skills.
代写论文：人力资源
As per the business partner model, a HR business partner needs to carry out four tasks-administrative expert, employee champion, and strategic player and change agent (Sandholtz & Burrows, 2016). However, in most of the cases, the definition is not clear within organisations which lead to the failure of the application of the model. In case of Snow Mountain Hotel group, the main function outlined for the HR managers is to work closely with the line managers and tend to provide strategic view regarding the treatment of employees. However, there is no explanation of being an administrative expert or employee champion. Therefore, it can be said that the confusion over the definition of HR business partners sometimes leads to ineffectiveness of the model. It means that within an organisational context, it is important to focus on all the four characteristics of HR business partners. Therefore, applying business partner model, it might increase the efficiency in business performance, but might not be able to be an employee champion or administrative expert. The main reason is the use of centralised service centres that will be used in the organisation.
