澳洲代写论文：人力资源服务交付
澳洲代写论文：人力资源服务交付
人力资源为公司提供了许多服务。人力资源部负责薪酬处理，员工福利，并为员工提供职业咨询。人力资源团队提供这些服务的方式被称为人力资源服务提供。人力资源服务交付有两种不同的模式，传统的人力资源模式和乌尔里希模式。本文主要基于乌尔里希模型讨论了当前人力资源服务交付的问题，并评估了乌尔里希模型的用例研究。提出了乌尔里希模型的挑战，并介绍了乌尔里希模型能够更好地适应这种情况的方法。
本文分为以下几部分。第1部分讨论了理解人力资源服务交付，人力资源服务交付中的一般问题和挑战所需的关键概念。第2节讨论了基于理论证据的两种服务交付模式。第三部分特别介绍了乌尔里希模型，以及乌尔里希模型所面临的挑战。第四部分根据当代人力资源问题评估乌尔里希模型，并提出建议定制使用。每个部分都得到学术期刊论文的支持。
1.人力资源服务交付的关键概念
员工服务和交易是人力资源部提供服务的主要部分。人力资源服务交付模式帮助人力资源提供这些服务。具有HR管理员风格模型的公司将与服务交付任务委托人的协调人一起工作。纸质表格，电子邮件和传真可能用于整理人力资源信息，管理员负责将信息输入系统。
澳洲代写论文：人力资源服务交付
Human Resources provide many services to the company. The HR department takes care of payroll processing, employee benefits and provides vocation advice to the employees. The way in which these services are rendered by the HR team is termed as HR service delivery. There are two different models employed in HR service delivery, the traditional HR model and the Ulrich Model. This essay discusses the contemporary issues in HR service delivery based primarily on the Ulrich Model and evaluates a use case study of the Ulrich Model. Challenges for the Ulrich Model are identified and the ways that Ulrich Model can be able to better work for the situation are presented.
The essay is divided into the following sections. Section 1 discusses the key concepts as necessary for understanding HR service delivery, general issues and challenges in HR service delivery. Section 2 discusses the two service delivery models based on theoretical evidence. Section 3 presents the Ulrich model in particular and the challenges that the Ulrich model faces. Section 4 evaluates the Ulrich model based on contemporary HR issues and makes suggestion for a customized use. Each of the sections is supported by arguments from academic journal articles.
1. Key concepts of HR service delivery
Employee services and transactions form the major part of the services rendered by the Human Resource Department. The HR service delivery model helps the HR in rendering these services. Companies with the HR administrator style model will work with the administrator at the focal point of service delivery task delegator. Paper forms, e-mails and faxes might be used to collate information across the HR and the administrator is in charge of the information being fed into the system.
