“Human Resource Champion”, published by Dave Ulrich talks about the importance of Human Resource Management as a business arm that any enterprise can’t function without. The concept of Dave Ulrich or the “Ulrich Model” serves as a benchmark for many HR professionals today in their attempt to dissect and mobilize their multifaceted roles in the administrative, HR, and business partnership.
The goal of utilizing the Ulrich HR competency model is to be able to make good and effective shifts from that of strategic management, to administrative, and Human Resources. Although there are people who might question the efficiency and relevance of the Ulrich HR Model today considering that it may be well past its prime, there still are a lot of businesses that find it a tangible part of business management.
What is the David Ulrich Model?
The Ulrich HR Model is meant specifically to organize human resources functions. This was developed by David Ulrich who suggested that in giant organizations or large-scale businesses, HR functions should be compartmentalized into four segments.
More so, he stressed that shared service activities should be operated in call
Business partners then pertain to small teams or individuals who all work collaboratively with managers of the organizations to carry out strategic management and key initiatives. Now, the
David Ulrich – “Father of Human Resources”
Dave Ulrich was no ordinary author as he was in fact looked upon as the great “Father of Human Resources; according to HR Magazine. This is a well-deserved recognition considering the contributions he has accorded the Human Resources industry. The dilemma today is that many people would claim that Ulrich HR competency Model could be impractical and insignificant in the 21st century or even beyond. Although, yes, many businesses still thrive in such practices, people were put in the dark ages in term of strategic
HR practitioners would suggest that it is better to revamp the HR roles and integrate technology to transform everything all together and make it more modern. The full suite could then work
Confusion and Debate with the Efficiency of the Ulrich HR Model
HR experts would contest that there is in fact nothing wrong with the Ulrich Model; whether you decide to use it in any generation. The difference or mistake would then lie with HR professionals who would use the Ulrich HR competency Model without completely understanding how it functions as a whole. Some would just do cherry picking and attempt to simplify it; picking the best part and disregarding some along the way. These neglected parts are said to be those that are too difficult to understand and implement altogether.
According to HR Magazine, “People too often see the structure part of his theories as a ‘solution’ – something which, once implemented, will automatically deliver brilliant HR. As with anything, the reality is of course much more nuanced. As with anything, it’s often not what you do, but how – or rather how intelligently – you do it,” said Ulrich.
For one, the Ulrich HR Model is in actuality, a blueprint meant to keep HR functions seamless; this then does not translate into certain jobs. This is an all too common misconception of the Ulrich HR Model which created a lot of confusion. This then resulted
Up until now, many companies still lack an HR integrated system to keep records organized and so as for payroll, recruitment, talent or skills management, education, and training. These gaps create inefficiency in the administrative and management branches; which are key areas of the Ulrich Model. Sadly, many HR practitioners did not get firsthand information regarding the Ulrich Model. They
More so, very few HR professionals would actually read Dave Ulrich’s original work and would be in the loop of new developments or modifications. The workplace makeup and structure
Basic Principles in the Ulrich Model
Despite the lingering confusion on its implementation, the principles surrounding the Ulrich Model remains and these are the following: to create a unified structure that delivers value, define a clear distinction or role for the Human Resources, create a competitive edge for the company, and be able to measure how a company has performed according to metrics. It’s not a perfect system like any other but it provides a solid benchmark for an organization.
The most current study by Dave Ulrich – “Ulrich Comes Of Age” marks the 18th founding anniversary of the “Human Resource Champions” which was published in 1996. David Ulrich’s book’s timing was perfect as it was written at those times wherein many companies struggled with the fundamentals of HR operations. There have been many achievements and productive effects manifested and evident in recent HR operations specifically with commercial focus as evident with the practices of Mettl; which shows that the Ulrich Model and his theories have predicted progress in the HR arena.
In the quest for HR efficiency, many organizations have invested heavily
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Topics: Human Resource Management