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The human-resources model used by many hospitality firms centralizes HR functions in the human-resources department. One consequence of such centralization is that inefficiencies arise because HR decisions are being made by distant third parties who may not be familiar with the specifics of each situation. Rather than centralize HR-related decisions, the most effective model of a human-resources function is to support line managers in their own execution of personnel functions. The model of HR department-asconsultant puts decision making in its most effective location-with the manager on the job. The HR function then becomes one of supporting the managers by providing training and information. The following are examples of how this model works in various HR functions.


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