通常情况下，直线经理不需要做任何与人力资源相关的事情。然而，随着人力资源业务伙伴模型的实施，直线经理将成为管理组织内部人力资源活动的参与者。人力资源商业模式在组织内部产生了积极和消极的影响。Oke(2016)确定了人力资源商业模式对员工生产力的影响。作为人力资源经理作为人力资源业务伙伴，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，人力资源业务伙伴模型为识别、培训和发展熟练员工提供了空间，使他们能够在竞争激烈的酒店业务中获得竞争优势。Bennett & Ho(2014)指出，人力资源业务伙伴倾向于审查员工的绩效。这一审查有助于组织确定员工的优点和缺点，从而有助于制定与员工敬业度相关的战略决策。此外，我们亦可举办员工培训计划，提高员工的技能。
HR business partner model lies on the very fact of working closely with business leaders within an organisation. It means that business leaders will work closely with the line managers and will be a part of the HR department. They will also participate in HR activities like employee recruitment and selection as well as employee performance management. Further, according to Hendry (2012), HR business partnering helps the HRM department of an organisation in order to achieve both their present and future goals. In Snow Mountain hotel, by using the business partner model, the HR managers will work as business partners and will be the only member of HR staff to help the line managers in acting as HR managers within the organisation. The main external factor that drives the use of business partner model is the cost savings and efficiency to gain competitive advantage by improving overall business performance. On the other hand, the main internal factors that are working in Snow Mountain Hotel for implementing the business partner model is improving the efficiency of employees as well as providing value to their work and engaging them actively with the organisation.
Normally, line managers do not have to do anything with HR activities. However, with the implementation of HR business partner model, line managers will be the players in managing HR activities within the organisation. 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.