论文代写：人力资源
这会导致底线业绩受损，因为员工与人力资源部门之间的联系会因为某些未参与的人员而中断。在这种情况下，与模型相关的缺点远远超过了好处。工作人员之间缺乏沟通和协调，导致与管理工作人员相关的严重缺陷。直线经理会否认自动承担一定的人力资源管理职责，自动对低级职员和进一步的并发通讯进行排序（Armstrong，1998）。员工场所行为的管理不善将很快变得压倒性的，导致人力资源经理完全失败以维持员工的控制。
如果排除外部干预，人力资源部门现在需要重新考虑重组管理层。这听起来可能是激进的，但是对于已经面临不合作的线路人员并发症的雪山宾馆来说，这是一个必要的要求。还有可能向排名较低的团队成员提供职位和职责，然后再晋升到生产线管理职位（Frascogna＆Hetherington，2011）。这将使他们能够干预某些与人力资源有关的问题，并直接向人力资源管理局汇报情况。逐步完成转型是很重要的，因为这样可以减轻经理在这个职位上承担更多责任的压力。
论文代写：人力资源
This would result in impairing bottom line performance since the connection between the employees and HR department would be severed due to certain individuals not participating. In such a scenario, the disadvantages linked to the model would far outweigh the benefits. The lack of communication and coordination among staff which would result in serious flaws linked to managing staff on the floor. Line managers would deny taking up certain human resource management responsibilities automatically sidelining lower ranked staff and further complications communicating (Armstrong, 1998). Mismanagement of employee floor behavior would soon grow overwhelming and result in a total failure of the Human resource manager to maintain staff control.
With the options of seeking external intervention ruled out, the human resource department would now require reconsidering restructuring the management. This may sound radical but it is a necessary requirement for Snow mountain hotel which is already facing complications with uncooperative line staff. There is also the possibility of offering the position and responsibilities to a lower ranked team member who would in turn be promoted to the line management position (Frascogna & Hetherington, 2011). This would allow them to intervene in certain human resource related issues and report directly to the HRM regarding the situation. It’s important to gradually perform the transition as it would reduce the pressure on the manager who would handle more responsibilities at the position.
