论文代写：人力资源服务的关键模型
论文代写：人力资源服务的关键模型
传统的人力资源服务交付模式:传统的人力资源服务交付模式由多面手、专家和管理组成。该服务交付模型是一个经过测试的服务交付模型，并且有与传统的服务交付模型相关联的明确协议。在某些情况下，工作范围的定义在这个服务交付系统中是非常明确的。这种服务交付模式在许多公司仍然很普遍;这是由于它过去的成功。紧随其后的是中小型企业。这些公司似乎更喜欢这种模式，因为它的结构化方法。HR团队关注员工的需求，特别是那些执行一般职责的员工，而不是那些执行专家功能的员工。在传统的HR交付系统中，有一组12人，他们在一个公司里处理1200人的团队。基本上，这个服务交付团队通常由一名人力资源总监、三名经理的四名助手、三名人力资源主管和一名主管组成。这些群体有明确的工作模式。当这种传统的人力资源服务交付系统实行时，分配给公司一名员工的工作不可能轻易地转移到公司的另一名员工身上。团队的重点更多的是公司的行政行为，更少关注公司的战略远景。公司视人力资源部门为公司的法律和行政行为的知识来源。人力资源部门通常会对公司的行政和法律道德产生更大的影响。在当今时代，更重要的是给人力资源部门。由于公司对伦理知识的依赖，人力资源部门最近与公司的关系越来越大，越来越重要。
论文代写：人力资源服务的关键模型
Traditional HR service delivery: Traditional HR service delivery model comprises of generalist, specialist and administration. This service delivery model is a tested service delivery model and there are definite protocols that are associated with the traditional service delivery model. The definition of the scope of work is very clear in some cases rigid in this service delivery system. This service delivery pattern is still prevalent in many companies; this is owing to its past success. It is followed especially in the small and medium sized companies. These companies seem to prefer this model owing to its structured approach. The HR team looks after the needs of the employees particularly of those employees who are performing general duties than people who are performing expert functions. In traditional HR delivery systems, there are a group of twelve people who handle a group of 1200 people in a company. Basically, this service delivery team would usually consist of a HR director, three managers’ four assistants to these managers, three HR officer post and a supervisor. There is a definite working pattern in these groups. The work that is allocated to one employee in the company cannot be easily shifted to another employee in the company when this traditional HR service delivery system is practiced. The focus of the team is more on the administrative actions of the company and very less focus is given to the strategic long-term vision of the company. The company views the HR department as a knowledge source regarding the legalities and the administrative actions of the company. The HR department will generally have more influence on the administrative and the legal ethics of the company. In the current times, more importance is given to the HR department. The HR department is gaining leverage and more importance in the recent times with companies owing to the company’s dependence for the knowledge regarding ethics.
