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David Ulrich’s HR model Made by: Katy Happell Veronika Novikova Ekaterina Bubnova Gilard Karmon

+Agenda

n Introduction

n Quick overview of the model

n 4 stages

n General implementation & case study

n Criticism

+Biography

•  American HR Management

Guru

•  Active professor, speaker,

management coach.

•  The most influential HR  

thinker of the decade 

•  “Michael Porter” of the HR

World

+Model overview

+Strategic/operational

n Strategic Partner

-  Communicating with “internal clients”

-  Feedback, identification of Top-talents, filling job vacancies

-  Promoting of productivity and harmony

n Change agent

-  Understands culture

-  Expansion/evolvement

-  Organizes training -> learning new skills

-  Adapting staff for new stage of growth

+People/processes

n Administrative expert

-  Bureaucracy

-  Organizing personal employee information

-  HRIS (Human Resources Information System)

n Employee champion

-  Protects employees interests

-  Gauging employee morale, experience and satisfaction

-  Preserves employees self-esteem and commitment

-  Spot shortcomings in company culture

+Implementation of David Ulrich’s Model

n Predominantly used in large businesses

n Division of tasks. For example…

-  Strategic Partner; recruitment

-  Change Agent; training and development

-  Administrative Expert; wages, safety and compliance

-  Employee Champion; employee welfare

n Utilised by multiple teams within the business

+Case study: Bath Consultancy Group

n  The Situation: Government department. Recently merged resulting in double the number of staff and office spread across the company.

n  The Solution: Centralise HRM department. Train both HR staff and other employees to ensure understanding of the new system.

n  The Outcome: Network created that linked regionally disparate teams. Clarified the roles of HR; staff could access HR functions quickly. New structure facilitates future change.

+Criticism

n  The model is more like a draft

n  No fast results

n  Need to adjust it to the company

n  Doesn’t work for every company

n  Us vs. them

n  Lack of skills of HR managers

+Questions and Answer time

+Sources

n  https://www.efilecabinet.com/human-resources-dave-ulrich-model-and-document-management/

n  https://www.slideshare.net/CreativeHRM/david-ulrichs-hr-model

n  http://www.bathconsultancygroup.com/downloads/HR-Development-Case-Study-v1.0-July-2011[171].pdf

n  https://www.google.ee/search?q=david+ulrich+hr+model&source=lnms&tbm=isch&sa=X&sqi=2&ved=0ahUKEwjj4ryFlc3UAhWILMAKHZoXCzoQ_AUIBigB&biw=1280&bih=738#imgrc=EIkSHFRxxuGRBM

n  https://mettl.com/blog/managing-hr-roles-david-ulrich-model/

n  http://www.bathconsultancygroup.com/downloads/HR-Development-Case-Study-v1.0-July-2011[171].pdf

n  http://smallbusiness.chron.com/six-main-functions-human-resource-department-60693.html