一所医院正在进行其手术，大约400名工作人员分布在地理分散的澳大利亚地区的几个地点。在目前的情况下，公司有一个部门的工资，但是没有一个好的高级人力资源经理和人力资源部门。财务经理和首席执行官目前正在处理整个设施的人力资源管理。每个关键的人力资源功能都有一个虚拟的权力下放。这些职能包括职业安全与健康、绩效管理、发展与培训、选择与招聘、职业分析和人力资源规划。
英国personal statement 代写：人力资源
然而，大多数中层管理者对人力资源管理的知识有限。根据首席执行官的说法，目前的情况是，作为一名顾问每周访问医院，以监督人力资源的实施和政策的建立。在环境保护、社会公平和经济发展方面，有关键的参与，以确保其在组织和社会中得到改善。关键是要满足当前形势的需要和需求，而不需要在未来的一代人的能力中做出妥协，以满足每一个需求(McLean,2010)。卫生保健行业的一些组织也在选择可持续发展报告，以培养员工的忠诚、信任和投资者的信心。
A hospital is conducting its operations with approximately 400 members of staff spread across several sites in a geographically dispersed region of Australia. In the current situation, the business has a department off payroll but there is no well- dedicated senior HR manager and HR department. The financial manager and CEO are currently dealing with the management of human resource across the facility. There has been a virtual devolution of each and every key HR function. These functions include occupation safety and health, performance management, development and training, selection and recruitment, job analysis and HR planning.
英国personal statement 代写：人力资源
However, majority of the middle managers have limited knowledge about management of human resource. According to the CEO, the current situation is effective as a consultant visits the hospital on weekly basis for overseeing the establishment of HR practices and policies. There is key involvement of converging the environmental protection, social equity and economic development for ensuring its improvement in the organizations and the society. The key focus is to meet the needs and requirements of the current situation without making a compromise in the ability enjoyed by future generation for meeting each and every need (McLean, 2010). Several organizations in the health care industry as well are opting sustainability reports for fostering employee loyalty, trust, and investor confidence.
