人力资源管理已成为每个大型组织的基本要求;该部门专门负责人力资源的招聘和管理(客户，Paauwe & Wright,2012)。人力资源经理或部门的要求主要取决于公司雇佣的员工的数量。拥有30多名员工的公司需要一个永久的人力资源经理。许多人误解了人力资源经理的作用，他们只是简单地雇佣公司的员工，并不断地寻找有技能的专业人士。这不是真实的，今天的人力资源经理和部门负责管理所有与人力资源相关的需求和需求(Rezaeian,2012)。该报告打算讨论雪山度假酒店目前和提议的模式，这对组织来说可能是更好的选择。虽然人力资源部门负责管理人力资源，但在员工和部门经理之间分配一定的职责以帮助提高效率仍然是很重要的。该报告将在一定程度上探讨雪山的人力资源战略模型，并探讨其在改善企业文化、工作关系和员工绩效方面所能产生的深远影响。
Human Resource Management has grown to be a basic requirement for every large organization; the department is exclusively associated with hiring and managing human resources (Guest, Paauwe & Wright, 2012). The requirement for an HR manager or department will mainly depend on the number of employees hired by a company. Companies with more than 30 employees require a permanent HR manager. Many people misunderstand the role of the Human Resource managers by limiting them to simply hiring company’s employees and constantly searching for skilled professionals. This is not true and today the HR manager and department are responsible for managing all human resource related needs and requirements (Rezaeian, 2012). The report intends on discussing Snow Mountain resorts current and proposed models, which may be better for the organization to adopt. While the Human resource department is responsible for managing the human resource, it’s still important to distribute certain responsibilities among staff and line managers to help improve efficiency (Wilczek, 2008). The report will touch on some ways, the proposed SNOW Mountain’s HR strategy model can be implemented as well as to discuss the far touching effects it can have on improving the organization culture, working relations and performance of staff.