The document discusses the key roles of a global HR manager according to David Ulrich's HR model. It identifies four roles: 1) HR Business Partner who works closely with senior leaders to develop an HR agenda supporting organizational aims, 2) Change Agent who helps the organization transform by focusing on effectiveness and development, 3) Administration Expert who aims to improve efficiency and reduce costs, and 4) Employee Advocate who ensures employees get fair treatment and promotes communication. The document also discusses decision making, coordination, integrating mechanisms, and staffing policies in global human resource management.

1. Role of Global HR
Manager
INTERNATIONAL HUMAN RESOURCE MANAGEMENT

2. David Ulrich HR Model
 First of all, we discuss “David Ulrich HR Model”, describes four key roles of
HR Manager :
1) HR Business Partner (Management of Strategic Human Resources)
2) Change Agent (Management of Transformation & Change)
3) Administration Expert (Management of Firm Infrastructure)
4) Employee Advocate (Management of Employees’ Contribution)

3. HR Business Partner (HRBP)
 HR business partners are HR professionals who work closely with an
organization's senior leaders in order to develop an HR agenda that
closely supports the overall aims of the organization.
 The HR business partner serves as a consultant to management on human
resources-related issues.
 The HR business partner may include international human resource
responsibilities.

4. Change Agent
 A change agent is a person from inside or outside the organization who
helps an organization transform itself by focusing on such matters as
organizational effectiveness, improvement, and development.
 A change agent usually focuses his efforts on the effect of changing
technologies, structures, and tasks on interpersonal and group relationships
in the organization.
 The focus is on the people in the organization and their interactions.

5. Administration Expert
 "Administration" is related to the management side of the organization.
 The purpose of “Administration Expert” is to cut out unnecessary costs,
improving efficiency, and constantly finding new ways to do things better.

6. Employee Advocate
 This role includes ensuring that employees who are having problems get a
fair hearing.
 Employee advocate must know the employees well and spend time
meeting with and listening to employees.
 Employee advocate must promote communication, which can include
employee surveys, employee suggestion programs, all-employee
meetings, on-going communication of business status, and any other
programs that can make employees feel part of the team and dedicated
to customer service.

7. Specifically, when we talk of structures and controls the following
become worth mentioning in the context of Global HRM.
 Decision Making: There is a certain degree of centralization of operating
decision making. Compare this to the International strategy, the core
competencies are centralized and the rest are decentralized.
 Co-ordination: A high degree of coordination is required in wake of the
cross cultural sensitivities. There is in addition also a high need for cultural
control.
 Integrating Mechanisms: Many integrating mechanisms operate
simultaneously.

8. Continue…
 Staffing Policy: A global manager can choose to hire according to any of
the staffing policies mentioned below:
1) Ethnocentric: Here the Key management positions are filled by the parent
country individuals.
2) Polycentric: In polycentric staffing policy the host country nationals
manage subsidiaries whereas the headquarter positions are held by the
parent company nationals.
3) Geocentric: In this staffing policy the best and the most competent
individuals hold key positions irrespective of the nationalities. Geocentric
staffing policy it seems is the best when it comes to Global HRM.

9. Thank u…