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    Five Main Areas of HR: (The Ulrich HR Model)

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    Jasmine Go
    The document discusses the five main areas of human resource management according to the Ulrich HR model: strategic partner, change agent, administrative/functional expert, human capital developer, and employee advocate. It also discusses creating a strategic HR plan by conducting a strategic analysis, understanding the company mission/values, and linking the HR plan to the overall company plan. Key steps in developing an HR strategic plan include making it applicable to changing business needs, aligning it to be a strategic partner, and measuring the results of implementing the plan.

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    Five Main Areas of HR: (The Ulrich HR Model)

    Uploaded by

    Jasmine Go
    37 views3 pages
    The document discusses the five main areas of human resource management according to the Ulrich HR model: strategic partner, change agent, administrative/functional expert, human capital developer, and employee advocate. It also discusses creating a strategic HR plan by conducting a strategic analysis, understanding the company mission/values, and linking the HR plan to the overall company plan. Key steps in developing an HR strategic plan include making it applicable to changing business needs, aligning it to be a strategic partner, and measuring the results of implementing the plan.

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    ABM112 HRM Notes

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    The document discusses the five main areas of human resource management according to the Ulrich HR model: strategic partner, change agent, administrative/functional expert, human capital developer, and employee advocate. It also discusses creating a strategic HR plan by conducting a strategic analysis, understanding the company mission/values, and linking the HR plan to the overall company plan. Key steps in developing an HR strategic plan include making it applicable to changing business needs, aligning it to be a strategic partner, and measuring the results of implementing the plan.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    37 views3 pages

    Five Main Areas of HR: (The Ulrich HR Model)

    Uploaded by

    Jasmine Go
    The document discusses the five main areas of human resource management according to the Ulrich HR model: strategic partner, change agent, administrative/functional expert, human capital developer, and employee advocate. It also discusses creating a strategic HR plan by conducting a strategic analysis, understanding the company mission/values, and linking the HR plan to the overall company plan. Key steps in developing an HR strategic plan include making it applicable to changing business needs, aligning it to be a strategic partner, and measuring the results of implementing the plan.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Five Main Areas of HR: (The Ulrich HR Model)

    1. Strategic Partner
    2. Change Agent
    3. Administrative expert and functional expert
    4. Human capital Developer
    5. Employee Advocate

    Implementation of this model must happen with an understanding of the overall company objectives,
    challenges and opportunities

    HR can determine how best to meet the needs of the organizations with these five main areas.

    HRM as a Strategic Component of the Business

    Examples of the Dynamic External Environment of HRM

    Customers-Labor market changes-Society-Economic-Technology-Shareholders

    Four Aspects in Creating Good HRM Strategic Plan:

    1. Make it Applicable.
    a. A good strategic plan should be the guiding principles for the HRM function. It should be
    reviewed and changed as aspects of the business change.
    2. Be a strategic partner
    a. HRM strategic plan should be aligned

    Steps to strategic plan creation

    1. Conduct a strategic analysis


    a. Understand the company mission and values

    Tip in HRM Planning

    Link HRM Strategic Plan to Company plan

    Understanding the nature of the business is key to being successful in creating a strat plan for HRM.

    Monitor the plan constantly

    Often times a great stat plan is written, but isn’t actually put into practice for a variety of reasons

    Measure it
    Recruitment

    -a process that provides the organization with a pool of qualified job candidates from which to chose.

    -an important part of HRM

    -forecasting is based on both internal and external factors

    Internal factors:

    - budget constraints

    - expected or trend of employee separations

    - production levels

    - sales increases or decreases

    - global expansion plans

    External factors:

    - Changes in technology
    - Changes in laws
    - Unemployment rates
    - Shifts in population (urban and rural areas)
    - Competition

    Steps in recruitment process

    1. Acknowledgement of job opening


    2. The best recruiting strategies for the type of positions are determined
    3. How the recruiting process will be managed under constraining circumstances (such as short
    deadline or low number of applicants)

    Aspects of developing a recruitment strategy:

    1. Refer to a staffing plan


    2. Confirm the job analysis is correct through questionnaires
    3. Write the job description and job specifications
    4. Have a bidding system to recruit and review internal candidate qualifications for possible
    promotions
    5. Determine the best recruitment strategies for the position
    6. Implement a recruiting strategy

    Job analysis – a formal system developed to determine what tasks people actually perform in their jobs

    - Reviewing job responsibilities of current employees


    - Researching job descriptions for similar jobs with competitors
    - Analysis any new responsibilities that need to be accomplished by the person with the position
    Job description

    - A list of tasks, duties, and responsibilities of a job

    Job specifications

    - Discuss the skills and abilities the person must have to perform the job

    A job analysis must be performed first, and then based on that data, we can successfully write the job
    description and job specifications

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