DAVE

ULRICHS
HR MODEL

David
Ulrichs
HR Model
Why did HR Model by David Ulrich
changed Human Resources?
What are 4 key roles of HR?

Content
1.

About creative HRM

2.

David Ulrich (brief intro)

3.

HR Model by David Ulrich

4.

1.

HR Business Partner

2.

Change Agent

3.

Administration Expert

4.

Employee Advocate

Summary

1
ABOUT CREATIVE HRM

About Creative HRM

1.

Creative HRM is a website fully devoted to

modern and agile HR Management.

2.

It covers all HR Processes like the Talent

Acquisition, Compensation and Benefits,
Organization Design, Training and
Development, Leadership Development,
Employee Relations and HR Development.

Click
to visit!

3.

Creative HRM is a source of the

contemporary HR practices focused on
building the competitive advantage for your
business.

2
DAVID ULRICH
(BRIEF INTRO)

David Ulrich
The greatest HR
Management Guru, who
has influenced the way,
we do Human Resources
Management today.

He has a power to change
HR.

Books by David Ulrich

This book changed

Human Resources as we
know it today. It
introduced the famous HR
Model of 4 key HR roles in
the business.
The HR Business Partner
was born in this book and
many companies
changed their HR
Function to become a true
business partner.

This book is the

enhancement of Human
Resource Champions and
puts HR into a strategic
context. Being a partner
has to be extended to
become a strategic
partner for the top
executives.
The key focus of the book
is about the sustainability,
talent development and
leadership.

This book is about HR

Professionals of the
future. What
competencies and skills
will be required as a basic
set of skills by
companies?

How can HR bring value

added to the
organization? What are
the key HR competencies
of the future? What will be
valued by the top
management most?

How the successful HR

Function will be defined in
the future? What are the
key requirements? How to
become successful in
HR?

This book is about not

being just part of the
management board, it is
about being a contributing
member of the board.

3
HR MODEL BY DAVID ULRICH

What is the HR Model?

1.

HR Model connects HR Strategy, HR Goals and Objectives,

HR Processes and Jobs into an operating model.

2.

HR Model defines key roles and responsibilities of Human

Resources.

3.

HR Model defines how key HR tasks will be delivered and

which process and unit in HR will deliver them. HR Model
defines the basic HR Roles and Responsibilities (externally
to the organization and internally between employees and
units).

4.

HR Model defines the style of operations of Human

Resources.

5.

Each change of HR Agenda should begin with the change

of the HR Model. It acts as a decision matrix to find the
right place for new roles and responsibilities.

Why is HR Model important?

1.

HR Management can be focused on different initiatives and

HR Model makes them visible to managers and employees
in the organization.

2.

HR Model makes relationships visible to everyone (to

internal customers, external vendors and process
interdependencies).

3.

HR Model assigns processes, responsibilities and job

descriptions to right roles HR has to play in the
organization.

4.

HR Model helps to organize thinking of the team and

involve right partners from HR and the business.

5.

HR Strategy is far too abstract for many HR employees, the

HR Model gives them the right guidance. HR Model is an
anchor.

Dave Ulrichs Key Contributions

1.

2.

3.

Dave Ulrich is a strategist and he

identified 4 key HR roles, which
make the organization effective
and friendly to employees.
He defined a new strategic
agenda for Human Resources.
He defined a strategic role of HR
in the organization.
He proposed to change the
structure of HR Function and
build HR around roles simply
to change the HR Model.

Key 4 HR Roles by Dave Ulrich

1.
2.
3.
4.

HR Business Partner
Change Agent
Administration Expert
Employee Advocate

David Ulrichs HR Model

HR
Business
Partner

Admin
Expert

HR
Model

Employee
Advocate

Change
Agent

HR Business Partner
1.

HRBP is a strategic role of Human Resources.

2.

HRBP builds a strategic partnership and relationship with dedicated internal clients. HRBP acts as a
single point of contact for internal clients. He represents Human Resources and advertises HR
services in the organization.

3.

HRBP influences positively the organization design and identifies key top talents. HRBP helps to
identify key know-how holders and helps to spread their knowledge across the organization.

4.

HRBP gives a honest feedback to the internal client and uses feedback to improve HR procedures
and services.

5.

HRBP opens vacancies and preselects candidates that fit best into the team and supports diversity.

6.

HRBP shares business objectives with the internal client and incorporates HR goals into the daily
agenda.

7.

HRBP runs cross functional projects aiming to increase productivity, support innovations and
develop talents.

8.

HRBP acts as a couch in difficult moments. He facilitates difficult meetings and find a win-win
solution.

Change Agent
1.

The change agent is a second strategic role of Human Resources.

2.

HR participates in change management teams and takes the responsibility to

communicate changes internally and gain the trust of employees. HR leads
initiatives to prepare employees to live in a new organization.

3.

HR plans the internal communication and intervenes to plans to make them

achievable and understandable by employees.

4.

HR plans training sessions for employees and helps them to gain new skills and
competencies, which are required for a changed role. HR updates job descriptions,
consults changes with employees and helps them to transform their job habits.

5.

HR continuously collects feedback from employees, transfers it to teams and

requires project teams to introduce changes and adjustments, which are positive for
employees.

6.

HR supports changes in the organization and leads initiatives to make changes

easier for employees.

Administration Expert
1.

The administration expert is a transactional role of Human Resources.

Without being a trustful administration expert HR cannot play its
strategic roles.

2.

HR has to demonstrate its deep knowledge of the labor law, trade union
bargaining, dealing with difficult employees and keeping of personal data
accurate.

3.

HR implements all requirements evolving from the changes in the

legislation, regulation, work and safety rules, etc.

4.

Administration Expert introduces modern HRIS solutions and eliminates

the manual entry of data. The AE identifies data sources about
employees for the entire organization and takes the full responsibility for
the development of the source.

Employee Advocate
1.

Employee Advocate or Employee Champion is a core HR role. HR has to

represent employees, protect their interests and make sure that strategic
initiatives are well balanced.

2.

HR runs regular Voice of Employee satisfaction surveys to identify gaps

in the corporate culture and HR and managerial practices.

3.

HR ensures that employees have a fair chance to apply for new roles in
the organization.

4.

HR runs training and development sessions to develop skills and

competencies of employees.

5.

HR leads initiatives to improve the experience of employees in the

organization.

6.

HR manages the regular grievance and compliance procedure to ensure

that employees enjoy fair treatment from the management.

4
HR MODEL
SUMMARY

HR Model: Summary
1.

HR Model describes the way Human Resources is

organized and how it will deliver its key goals and
objectives.

2.

HR Model defines key HR roles in the organization and

how the roles will be delivered to internal customers.

3.

HR Model defines key job descriptions required and the

most common career paths in Human Resources.

4.

HR Model can be inspired by the work of David Ulrich.

He is a true HR Management Guru.

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About Creative HRM

1.

Creative HRM is a website fully devoted to

modern and agile HR Management.

2.

It covers all HR Processes like the Talent

Acquisition, Compensation and Benefits,
Organization Design, Training and
Development, Leadership Development,
Employee Relations and HR Development.

Click
to visit!

3.

Creative HRM is a source of the

contemporary HR practices focused on
building the competitive advantage for your
business.