Ulrich Model Of Hrm

The major objective of the study is to inform the readers about the growing importance of HR’s role in an organisation. The study also discussed about ethical approach needs to be taken under consideration by the managers in order to realise the significance of HR professionalism for organisation’s success. It is necessary to understand the how HR function can be analyse in relation to value added and contribution to sustained organisational performance.

The study argues how Ulrich model best suits with an organisation and the principles on which the model was introduced. The major objective is to clearly show a relationship between effective HR development and management and organisational performance.

Keywords: Human Resource Management;

Firms are unable to analyse their fortune. Managers and executives are in search for strategies from which they can act and think with shaper business perspective. Human resources department is mainly responsible to retaining, training and recruiting most talented and appropriate people for the desired position and also they are accountable for improving organisational capabilities and competencies. In order to be prosperous in human Resource management, it needs the ability to evaluate competitively rapid changing environment along with the skills to work and adapt in such uncertain condition and situation.

The major objective of this study is to highlight the role of Human resources and their activity within any organisation. The approach is mainly based on changing role of HR in contemporary firms and specifically on the ways the role is developing. It is important to learn about the diverse ways for delivering HR aims and evolving developments in managing employment relation.

Discussion and

The three stage model for HR is known as ‘Ulrich model’. The HR activity was mainly linked with the role that focused people, operational and strategic objective for an organisation (Ulrich, 1997).

Ulrich being one of the greatest management educator and most influential individual proposed that in order to deal with the complex challenges and difficulties, it is important for the organisation to widen the role of HR and apply four new strategic role of HR, this includes: Strategic partners, Employee Champions, Change agents and Administrative experts (Ulrich, 1997). Basically the model works as the method for aligning HR strategy with organisation’s corporate strategy. It is noted after reviewing several cases that the regular use and implementation of this model raises the flexibility of the organisation and allows managing firms change more efficiently.

Ulrich Model of HR