在涉及雪山度假酒店的案例中，很明顯，該度假酒店已經擁有大量的固定員工，這就要求該度假酒店維持自己的人力資源部門。人道主義事務部感到關切的是，沒有時間有效地履行人力資源責任。這是由於本部門需要管理大量與人力資源相關的行政文書工作(McGovern, 2012)。雪山人力資源部門與其分部門分擔責任，不如考慮增加自己的人員。新員工的職責主要集中在人力資源部門的管理和文書工作上。為了消除人力資源經理對實踐人力資源服務缺乏時間的主要擔憂，應該增加員工來分擔行政責任。還有一個與樓層管理和管理者執行人力資源規定有關的問題，應該得到妥善處理。員工在現場也有責任警惕和執行與人力資源相關的問題。很明顯，直線經理反對參與協助或分擔人力資源部門的任何職責(Marchington & Wilkinson, 2012)。
In the case linked to the Snow Mountain resort, it’s clear that the resort already has a large number of permanent employees, which requires the resort to maintain its own HR department. The concern experienced by the department is the lack of time to practice human resource responsibilities effectively. This is due the large amount of HR related administrative paperwork to be managed within the department (McGovern, 2012). Rather than splitting the department and sharing responsibilities, it’s more advisable for the Snow Mountain HR department to consider increasing its own personnel. The duties and responsibilities or new associates would be focused towards management of the HR department and its paperwork. To eliminate the HR manager’s main concern of the lack of time for practicing HR services, the staff should be increased to share the administrative responsibilities. There is also the problem linked to floor management and implementation of HR regulations by the managers, which should be addressed properly.The staff members also have the responsibility vigilance and implementation of HR related issues while on the floor. It’s clear that the line managers are against being involved in assisting or sharing any of the HR department’s responsibilities (Marchington & Wilkinson, 2012).
This makes this the first concern, which the HR department and higher management must address. The failure of line manager to show any interest towards being involved in HR clearly shows a divide within the organization’s staff (Hayre, 2015). This makes it important to address this concern and issue since the HR manager cannot implement their HR powers if they lack the support from the line and floor managers. It’s the responsibility of the managers to also participate towards monitoring and maintaining certain criterion and regulations of their team members while on the floor.With the line managers clearly rejecting the HR department’s previous requests for assistance, it’s important for the HR department to begin gradually promoting alternative staff managers. Any staff member who has worked for a large organization will know that there is usually ample of extra time reserved for each individual’s daily schedule. Rejecting to assist the HR department in doing some chores can clearly be termed as negligence and ignorance towards the organization’s development.