David Ulrich's HR Model

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David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.

The key HR Roles in the organization are:

HR Business Partner
Change Agent
Administration Expert
Employee Advocate

This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.

David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.

The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.

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  • email pdf format to me on zaccsam793@gmail.com
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  • For me Ulrich delivered in the 90's a model that was a needed asset in the development of work field of HRM. But, as Ulrich in the years after introduced several, redeveloped versions of his initial model, this new versions never got the attention as his first one. And after 20 years, in a time we see also the world of work change rapidly, we just need some new angles on the HR work field. The somewhat segregated four type of roles are also by Ulrich himself not so much used as a positioning tool, and sole choice of role, but far more four integrated obligations we need to deliver on. And so, why talk about roles, and shouldn’t we talk about goals and results we need to meet? And how fast the world of work is changing and needs collaboration with Finance and IT to bring futureproof solutions, from data to strategy. For me this means different words, different angles, who will emphasize far more the purpose and outcome of HR work then a role we have to proof. And so is the question of we need a new model with new roles or instead a clear philosophy on what organisation have to deliver on and how this translates into specific HR work field related goals. Facilitating a transparent insight on what work has to be done, forecasting which skills employees will need secure a value add, and a inline skills based development program, to name a few. This maybe sounds not very new, but executing on these demands is a very big challenge for any wannabee futureproof company.
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  • If you’re struggling with your course work and are looking for an easier way out I’d recommend taking the approach I took with my AP US history class. I ordered papers from Digitalessay.net and picked a writer to write my essays for me. It worked great! A definite recommendation.
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  • Njce! Thanks for sharing.
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  • Slide 15 - HR Business Partner - bullet 8 "HRBP acts as a couch..." I think you meant "coach", but who knows?
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David Ulrich's HR Model

  1. 1. DAVE ULRICH’S HR MODEL
  2. 2. David Ulrich’s HR Model Why did HR Model by David Ulrich changed Human Resources? What are 4 key roles of HR?
  3. 3. Content 1.  About creative HRM 2.  David Ulrich (brief intro) 3.  HR Model by David Ulrich 1.  2.  Change Agent 3.  Administration Expert 4.  4.  HR Business Partner Employee Advocate Summary
  4. 4. 1 ABOUT CREATIVE HRM
  5. 5. About Creative HRM 1.  Creative HRM is a website fully devoted to modern and agile HR Management. 2.  It covers all HR Processes like the Talent Acquisition, Compensation and Benefits, Organization Design, Training and Development, Leadership Development, Employee Relations and HR Development. Click to visit! 3.  Creative HRM is a source of the contemporary HR practices focused on building the competitive advantage for your business.
  6. 6. 2 DAVID ULRICH (BRIEF INTRO)
  7. 7. David Ulrich The greatest HR Management Guru, who has influenced the way, we do Human Resources Management today. He has a power to change HR.
  8. 8. Books by David Ulrich This book changed Human Resources as we know it today. It introduced the famous HR Model of 4 key HR roles in the business. The HR Business Partner was born in this book and many companies changed their HR Function to become a true business partner. This book is the enhancement of Human Resource Champions and puts HR into a strategic context. Being a partner has to be extended to become a strategic partner for the top executives. The key focus of the book is about the sustainability, talent development and leadership. This book is about HR Professionals of the future. What competencies and skills will be required as a basic set of skills by companies? How can HR bring value added to the organization? What are the key HR competencies of the future? What will be valued by the top management most? How the successful HR Function will be defined in the future? What are the key requirements? How to become successful in HR? This book is about not being just part of the management board, it is about being a contributing member of the board.
  9. 9. 3 HR MODEL BY DAVID ULRICH
  10. 10. What is the HR Model? 1.  HR Model connects HR Strategy, HR Goals and Objectives, HR Processes and Jobs into an operating model. 2.  HR Model defines key roles and responsibilities of Human Resources. 3.  HR Model defines how key HR tasks will be delivered and which process and unit in HR will deliver them. HR Model defines the basic HR Roles and Responsibilities (externally to the organization and internally between employees and units). 4.  HR Model defines the style of operations of Human Resources. 5.  Each change of HR Agenda should begin with the change of the HR Model. It acts as a decision matrix to find the right place for new roles and responsibilities.
  11. 11. Why is HR Model important? 1.  HR Management can be focused on different initiatives and HR Model makes them visible to managers and employees in the organization. 2.  HR Model makes relationships visible to everyone (to internal customers, external vendors and process interdependencies). 3.  HR Model assigns processes, responsibilities and job descriptions to right roles HR has to play in the organization. 4.  HR Model helps to organize thinking of the team and involve right partners from HR and the business. 5.  HR Strategy is far too abstract for many HR employees, the HR Model gives them the right guidance. HR Model is an anchor.
  12. 12. Dave Ulrich’s Key Contributions 1.  2.  3.  Dave Ulrich is a strategist and he identified 4 key HR roles, which make the organization effective and friendly to employees. He defined a new strategic agenda for Human Resources. He defined a strategic role of HR in the organization. He proposed to change the structure of HR Function and build HR around roles – simply to change the HR Model.
  13. 13. Key 4 HR Roles by Dave Ulrich 1.  2.  3.  4.  HR Business Partner Change Agent Administration Expert Employee Advocate
  14. 14. David Ulrich’s HR Model HR Business Partner Admin Expert HR Model Employee Advocate Change Agent
  15. 15. HR Business Partner 1.  HRBP is a strategic role of Human Resources. 2.  HRBP builds a strategic partnership and relationship with dedicated internal clients. HRBP acts as a single point of contact for internal clients. He represents Human Resources and advertises HR services in the organization. 3.  HRBP influences positively the organization design and identifies key top talents. HRBP helps to identify key know-how holders and helps to spread their knowledge across the organization. 4.  HRBP gives a honest feedback to the internal client and uses feedback to improve HR procedures and services. 5.  HRBP opens vacancies and preselects candidates that fit best into the team and supports diversity. 6.  HRBP shares business objectives with the internal client and incorporates HR goals into the daily agenda. 7.  HRBP runs cross functional projects aiming to increase productivity, support innovations and develop talents. 8.  HRBP acts as a couch in difficult moments. He facilitates difficult meetings and find a win-win solution.
  16. 16. Change Agent 1.  The change agent is a second strategic role of Human Resources. 2.  HR participates in change management teams and takes the responsibility to communicate changes internally and gain the trust of employees. HR leads initiatives to prepare employees to live in a new organization. 3.  HR plans the internal communication and intervenes to plans to make them achievable and understandable by employees. 4.  HR plans training sessions for employees and helps them to gain new skills and competencies, which are required for a changed role. HR updates job descriptions, consults changes with employees and helps them to transform their job habits. 5.  HR continuously collects feedback from employees, transfers it to teams and requires project teams to introduce changes and adjustments, which are positive for employees. 6.  HR supports changes in the organization and leads initiatives to make changes easier for employees.
  17. 17. Administration Expert 1.  The administration expert is a transactional role of Human Resources. Without being a trustful administration expert HR cannot play its strategic roles. 2.  HR has to demonstrate its deep knowledge of the labor law, trade union bargaining, dealing with difficult employees and keeping of personal data accurate. 3.  HR implements all requirements evolving from the changes in the legislation, regulation, work and safety rules, etc. 4.  Administration Expert introduces modern HRIS solutions and eliminates the manual entry of data. The AE identifies data sources about employees for the entire organization and takes the full responsibility for the development of the source.
  18. 18. Employee Advocate 1.  Employee Advocate or Employee Champion is a core HR role. HR has to represent employees, protect their interests and make sure that strategic initiatives are well balanced. 2.  HR runs regular Voice of Employee satisfaction surveys to identify gaps in the corporate culture and HR and managerial practices. 3.  HR ensures that employees have a fair chance to apply for new roles in the organization. 4.  HR runs training and development sessions to develop skills and competencies of employees. 5.  HR leads initiatives to improve the experience of employees in the organization. 6.  HR manages the regular grievance and compliance procedure to ensure that employees enjoy fair treatment from the management.
  19. 19. 4 HR MODEL SUMMARY
  20. 20. HR Model: Summary 1.  HR Model describes the way Human Resources is organized and how it will deliver its key goals and objectives. 2.  HR Model defines key HR roles in the organization and how the roles will be delivered to internal customers. 3.  HR Model defines key job descriptions required and the most common career paths in Human Resources. 4.  HR Model can be inspired by the work of David Ulrich. He is a true HR Management Guru.
  21. 21. WANT TO KNOW MORE?
  22. 22. Social creative HRM Follow creative HRM on Twitter and do not miss any update. Do you use Google for searching? Follow creative HRM Google+ page to stay informed. Become our friend on Facebook. Like our Facebook Page. One simple click and you can explore more about the HR Management
  23. 23. About Creative HRM 1.  Creative HRM is a website fully devoted to modern and agile HR Management. 2.  It covers all HR Processes like the Talent Acquisition, Compensation and Benefits, Organization Design, Training and Development, Leadership Development, Employee Relations and HR Development. Click to visit! 3.  Creative HRM is a source of the contemporary HR practices focused on building the competitive advantage for your business.

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