Firstly, I assume the organization's one human resource department can bring some related human resource issue related benefits or causes any one of below factors as well as the organization's human resource department can cause any one of these factors to bring any one below of human resource issue related benefits to the organization when the organization had set up one in house human resource department in its organization. Then, any one of these factors can bring benefits, such as the raising productive efficiency or the improving service performance or the raising productive number etc. different human resource related benefits to the organization.Jean, W (et al.) (pp64-65,2004) stated one case study, it concerns both organizations of Quarriers and Richmond fellowship Scotland ( RFS), they have grown rapidly and diversified since the mid-1990s. For example, they are increasingly delivering services, such as support for people with learning disabilities within individual's communities rather than in large scale residential projects, key informants in both organizations felt that the organizations were now at a critical point in their organizational life cycles. However, they indicated these both organizations were encountering challenges: retaining their cutting edge innovation, when controlling the level of bureaucracy that accompanies growth. At the time of this research RFS employed around seven hundred 700 staff and Quarriers nearly one thousand 1,000. Both organizations have well -developed HRD strategies and practices, ( including supervision), are recognized as investors in people and providing training for managers as developers. They also aspire to be learning organizations. It seems that both organizations therefore provided appropriate working environments to explore the development behaviors of line managers.It seems that it can explain that these both mental health service organizations had set up one human resource department, it can provide effective HRD, including raising supervision skill to mental health service managers . So, the both organizations' training department can provide any useful supervising training skill courses for managers as developers to learn how to supervise their departments to raise themselves mental health service teams' efficiencies and service performance to their mental patients. Hence, their different mental health department service managers can be trained to raise excellent supervisory skills to manage and arrange their team members how to work efficiently in order to raise excellent service performance and provide high quality services continue to be delivered in respect of individuals with mental health difficulties or learning disability. These both organizations stress the values of human-centered approaches implicit in the social care model of care. Their mission statements aim to ensure the best possible high quality services continue to be delivered in respect of individuals with mental health difficulties or learning disability. This aims to meet these individual's right aspirations and needs as well as to work together to overcome personal and social disadvantages, inspire optimism, create opportunity and offer choice to children, families and others in need of support. When, these both mental health service organizations have a clear aims, then their human resource department can know what their service needs and review their mental patients' complaints in order to find what their mental health care service needs to be improved to let every mental health service managers to know and learn from its training courses more easily. So, when they know what are their aims, then their trainers can know how to teach supervision skill to let their mental care managers know they ought how to supervise their team members to work in order to raise raising service performance efficiency to serve their mental patients more easily.