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01-HR Value Proposition

The HR value proposition model has five elements: 1. Knowing external business realities like technology, economics, and demographics that influence business. 2. Serving internal and external stakeholders like employees, managers, customers, and investors by delivering value to them. 3. Crafting HR practices related to people, performance, information, and work that add value. 4. Building HR resources like strategic planning and organizational alignment to support business goals. 5. Ensuring HR professionalism through defining roles, building competencies, and developing HR staff. Together these five elements form an integrated blueprint for the HR function to deliver positive outcomes.

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Raj Kumar Pandit
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0% found this document useful (0 votes)
243 views10 pages

01-HR Value Proposition

The HR value proposition model has five elements: 1. Knowing external business realities like technology, economics, and demographics that influence business. 2. Serving internal and external stakeholders like employees, managers, customers, and investors by delivering value to them. 3. Crafting HR practices related to people, performance, information, and work that add value. 4. Building HR resources like strategic planning and organizational alignment to support business goals. 5. Ensuring HR professionalism through defining roles, building competencies, and developing HR staff. Together these five elements form an integrated blueprint for the HR function to deliver positive outcomes.

Uploaded by

Raj Kumar Pandit
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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HR value Proposition

(Ulrich and Brockbank)


HR Value Proposition Model
• HR value proposition means HR practices, HR
department, and HR professionals produce
positive outcomes for key stakeholders –
employees, line managers, customers, &
investors
• HR value proposition is a promise of value to be
delivered and a belief from customers that value
will be experienced.
• It has five elements that form an integrated HR
blueprint.
Five Elements
1. Knowing external business realities
2. Serving External and internal stake holders
3. Crafting HR practices
4. Building HR resources
5. Ensuring HR professionalism
• External realities and stakeholders interests
determine
– Why HR matters to an organizations &
– Why HR needs to focus on what it delivers more
than what it does
• HR practices, HR resources & HR professionals
are the elements that encompass the HR
function within your organization
Knowing external
business realities
(technology, economics,
globalization,
&demographics)

Ensuring HR
Serving External and
professionalism
internal stake
(HR roles, HR value holders (customers,
competencies investors, &
Proposition
&development) employees)

Building HR resources (HR Crafting HR practices


strategy & organization) (people, performance,
information & work)
Knowing External Business Realities
• Firm operates in the context of external business
realities
• External realities such as radical transformation of
technology, economic & regulatory environments, &
changes in human demographics have greatest
influence on business
• HR actions in side the firm must reflect business
realities outside the firm
• An effective HR function has HR professionals who
recognize external business realities and adapt HR
practices and allocate HR resources accordingly
Serving External and Internal
Stakeholders
• An effective HR function creates market value for
investors by intangibles
• An effective HR function increases customer
share by connecting with target customers
• An effective HR function helps line managers
deliver strategy by building organizational
capabilities
• An effective HR function has a clear employee
value proposition that lays out what is expected
of employees and what they get in return
Crafting HR practices
• An effective HR function manages people
processes and practices in way that add value
• An effective HR function manages
performance processes and practices in way
that add value
• An effective HR function manages information
processes and practices in way that add value
• An effective HR function manages work flow
design and processes in way that add value
Building HR Resources
• An effective HR function has a clear strategic
planning process for aligning HR investments
with business goals
• An effective HR function aligns its
organization with the strategy of the business
Ensuring HR professionalism
• An effective HR function has HR professionals
who play clear and appropriate roles
• An effective HR function builds HR
professionals who demonstrate competencies
• An effective HR function invests in HR
professionals through training and
development

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