论文代写：人力资源
Purce（2014）指出，共享服务中心不仅意味着提高员工绩效或提高员工的便利性。主要的内部范围是管理组织内可能出现的风险。员工的性质和特点，包括他们的文化和工作和生活方式，可能因酒店而异。在这种情况下，组织可以专注于战略决策，从而解决这些问题。此外，对于员工人数在500人以上的较大型组织而言，人力资源工作包括招聘选拔，培训工资和绩效管理，激励等因素往往十分耗时。如果在一个地方覆盖全体员工，这不仅节省了内部人力资源人员的时间，而且还提高了组织内部员工的管理效率。因此可以说，共享服务中心是一个很好的概念，可以应用于雪山饭店，提高人力资源服务的效率。
论文代写：人力资源
Purce (2014) remarked that shared service centres are not only meant for improving employee performance or improving convenience to employees. The main internal scope is to manage the risks that may arise within the organisation. The nature and characteristics of employees including their culture and way of working and living may differ from one hotel to another. In this context, it becomes possible for organisations to focus on strategic decision making so that these problems can be solved. Further, for larger organisations having more than 500 employees, HR tasks including recruitment and selection, training payroll and performance management, incentives and other factors tend to be time consuming. If they are done in a single place covering all the employees, it not only saves time for the in house HR staffs, but also brings efficiency in the management of employees within the organisation. Therefore, it can be said that the shared service centre is a good concept that can be applied in Snow Mountain Hotel for improving the efficiency of HR services.