代寫：工作人員之間應互相溝通

代寫：工作人員之間應互相溝通
這也會因為某些人不參與而損害員工和人力資源部門之間的聯繫。在這種情況下，與模型相關的缺點將遠遠超過好處。工作人員之間缺乏溝通和協調，這將導致與管理工作人員有關的嚴重缺陷。直線經理會否認承擔某些人力資源管理的責任，自動站在較低級別的員工和進一步複雜化的情況(阿姆斯特朗，1998)。對員工行為的管理不善將很快變得勢不可擋，導致人力資源經理完全無法維持員工的控制。由於排除了外部人力資源服務的幫助，人力資源部門現在將需要重新考慮管理結構的調整。
這聽起來可能有些激進，但對雪山滑雪場來說，這是一個必要的要求。雪山滑雪場已經面臨著不配合線路工作人員的複雜局面。也有可能將該職位和職責提供給級別較低的團隊成員，他們將被提升到直線管理職位(Frascogna & Hetherington, 2011)。這將使他們能夠干預某些人力資源相關的問題，並直接向人力資源管理部門報告有關情況。逐步過渡是很重要的，因為這將減輕經理的壓力，他將在這個職位上承擔更多的責任。

代寫：工作人員之間應互相溝通

This would also result in harming the connection between the employees and HR department because of certain individuals not participating. In such a scenario, the disadvantages linked to the model would far outweigh the benefits. The lack of communication and coordination among staff, which would result in serious flaws linked to managing staff. Line managers would deny taking up certain HR management responsibilities automatically side lining lower ranked staff and further complicating the situation (Armstrong, 1998). Mismanagement of employee behaviour would soon grow overwhelming and result in a total failure of the Human resource manager to maintain staff control.With ruling out of the help from external HR services, the human resource department would now require reconsidering the restructuring of the management.
This may sound radical but it is a necessary requirement for Snow Mountain Resort, which is already facing complications with uncooperative line staff. There is also the possibility of offering the position and responsibilities to a lower ranked team member who would in turn be promoted to the line management position (Frascogna & Hetherington, 2011). This would allow them to intervene in certain human resource related issues and report directly to the HRM regarding the situation. It’s important to gradually perform the transition as it would reduce the pressure on the manager who would handle more responsibilities at the position.