Ulrich Assignment
The Ulrich Model http://www.hrmagazine.co.uk/hr/features/1014777/the-business-partner-model-lessons-learned
2.1
The Ulrich model was created in 1997 by Dave Ulrich and has changed over the years however the basic idea has remained the same. To build a competitive HR Department given today’s business challenges and make it cost effective and accountable. http://www.intangiblecapital.org/index.php/ic/article/view/263/223, Multiple-Roles Model for HR Management. (Ulrich, 1997)
Dave Ulrich has proposed four key HR roles that HR champions must fulfil to make a business partnership a reality (Ulrich & Brockbank, 1997; Choi & Wan Ismail, 2008).
Over the years Ulrich has adapted the model with the increasing changes and strategic needs of the Business. The model originally consisted of 4 key roles:
The Strategic Partner has ‘Business Knowledge’ and recognises the various aspects of the business from its products to the services it offers, its competitors and the financials. The strategic goals and objectives need to be accountable and remain up to date on new business developments within and outside the organisation. This will gain credibility with the board and management within the business.
The Administration Expert is the easiest role for HR departments to account for. The employees of the business recognise the need for employee files to be maintained. The Administrator is responsible for producing legally compliant documentation and for maintaining important electronic data. There’s a requirement to process statistical information for the board is paramount and is recognised as one of the responsibilities of the HR Administrator. However HR departments should fight against the opinion that it is an administrative department and gain recognition as a strategic partner adding value to the business.
The Change Agent is the role to facilitate and communicate the changes in the organisation. Employment law is ever changing and
2.1
The Ulrich model was created in 1997 by Dave Ulrich and has changed over the years however the basic idea has remained the same. To build a competitive HR Department given today’s business challenges and make it cost effective and accountable. http://www.intangiblecapital.org/index.php/ic/article/view/263/223, Multiple-Roles Model for HR Management. (Ulrich, 1997)
Dave Ulrich has proposed four key HR roles that HR champions must fulfil to make a business partnership a reality (Ulrich & Brockbank, 1997; Choi & Wan Ismail, 2008).
Over the years Ulrich has adapted the model with the increasing changes and strategic needs of the Business. The model originally consisted of 4 key roles:
The Strategic Partner has ‘Business Knowledge’ and recognises the various aspects of the business from its products to the services it offers, its competitors and the financials. The strategic goals and objectives need to be accountable and remain up to date on new business developments within and outside the organisation. This will gain credibility with the board and management within the business.
The Administration Expert is the easiest role for HR departments to account for. The employees of the business recognise the need for employee files to be maintained. The Administrator is responsible for producing legally compliant documentation and for maintaining important electronic data. There’s a requirement to process statistical information for the board is paramount and is recognised as one of the responsibilities of the HR Administrator. However HR departments should fight against the opinion that it is an administrative department and gain recognition as a strategic partner adding value to the business.
The Change Agent is the role to facilitate and communicate the changes in the organisation. Employment law is ever changing and