Ulrich Assignment Essays

1442 Words Aug 30th, 2013 6 Pages
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
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The Employee Champion and The Change Agent roles can seem similar in arrears however the difference is that The Change Agent helps to prepare for and facilitate the changes and The Employee Champion fights for the employees. On occasions there can be conflicting opinions between employees and management and the argument for the Employee Champion can look tough however results which have a positive impact on employees will then in turn instil trust in HR.
A healthy relationship between HR, its employees and the board give harmonisation throughout the organisation giving employees trust in the decisions of the HR Department. Both Manager’s and HR professionals are responsible for becoming HR champions and we are no longer on our own nor solely responsible for the department. It involves the business’s broader employees consisting of individuals within the organisation which are dedicated to investing in HR practices to integrate organisational growth and deliver results.
2.2
The Ulrich model needs professionals who have experience of the business and its strategies to succeed. If we want to be strategic, if we truly believe that we can add value, is this best done through the implementation of a model that you feel you need to do to change your perception and “status” within the organisation? Or is it best done by understanding your business,

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