人力资源部门也在考虑设立一个集中的服务中心，协助管理人力资源服务，并协助分配工作量。雇佣集中共享服务的想法可能听起来很棒，但需要注意的是，每个月都会涉及大量的物流(Bondarouk, Hull， & Looise, 2011)。人力资源部门往往每个月都会收到大量的文书工作，这将导致公司物流的增加。这也将增加文件丢失的数量和风险，因为文件必须交付到中心位置。核查和其他管理后勤工作将再次增加，这可能使问题进一步复杂化。雪山滑雪场由多家企业组成，仅滑雪场一年就有约250名固定员工，在高峰月份，这一数字升至650人。这本身就为人力资源部门带来了相当大的工作量。把这项服务集中起来只会使工作人员的管理更加复杂。相反，建议考虑雇佣1或2名长期员工来扩大人力资源团队。他们将接受管理文书和其他行政工作的培训，而高级人力资源管理人员可以将他们的注意力集中在满足员工的需求(Mcconnell, 2011)。
The HR department is also considering setting up a centralized, service centre which will help with management of the HR services and help distribute the workload. The idea of hiring a centralized shared service may sound great but it’s important to note there would be a large amount of logistics involved each month (Bondarouk, Hull, & Looise, 2011). HR departments tend to receive a considerable amount of paperwork each month, which would result in the increased logistics of the company. This would also increase the amount and risk of losing paperwork since documents have to be delivered to the central location. Once again verification and other managerial logistics would increase which may result in further complicating the issue.Snow Mountain Resort comprises of multiple businesses and the skiing resort alone has approximately 250 permanent workers throughout the year with the number rising to 650 during the peak months. This on its own delivers a considerable amount of workload for an individual HR department. Centralizing the service will only result in further complicating the management of staff. Instead, it would be advisable to consider expanding the HR team by hiring 1 or 2 permanent associates. They would be trained to manage the paperwork and other administrative jobs while the senior HR management could focus their attention on catering to the staff’s needs (Mcconnell, 2011).
It’s not recommended to consider centralizing the HR department’s administrative requirements by combining multiple Snow Mountain entities and businesses. This would result in severely hampering the businesses progress and ability to function correctly.It would also suddenly place considerable pressure on the shared centre’s staff as they would have to handle cases of different employees. Centralized services do come with a benefit such as reduced costs for professionals, but they are only beneficial if the shared services are accessed or used by small businesses. Small businesses with less than 10 employees can manage the shared HR service. It is easier for them to maintain the files linked to the different organizations. Another situation where shared HR services are practical is where a brand may have multiple branches within a single city. It is impractical for each branch to have an HR manager hence a single HR manager can be placed at the main branch (Sullivan, 2005). The important element linked to HR services is not only hiring but also the ability for the HR manager to conduct spot checks and management of staff needs.