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DAVE ULRICH
"People are our greatest asset."
LAURA
ASHLEY
management 2018
SCHEDULE
SCHEDULE
0. Introduction to HR
1.ABOUT D. ULRICH
2.HR MODELS
3. CRITICS/EVALUATION
4.BIBLIOGRAPHY
HR
&
HRM
Human Resources &
Human Resource Management
HR
- Focused on maximizing employee productivity and protecting the company from any issues that may arise from the workforce
- HR responsibilities include compensation and benefits, recruitment, firing and keeping up to date with any laws that may affect the company and its employees
HRM
- Strategic and comprehensive approach to managing employees and the organizational culture and environment.
- Focuses on the recruitment, management and general direction of the people who work in an organization.
- Improves the organization’s workforce by recommending processes, approaches and business solutions to management.
ABOUT D. ULRICH
LIFE
Born in 1953 in Ely, Nevada.
Brigham Young University, Utah: University Studies.
Abertay University, Dundee (Scottland): honorary Doctorate in Organizational Behaivor.
CAREER
CAREER
Prof. at the Stephen M. Ross School of Business, University of Michigan.
Partner and Cofunder of the RBL Group.
Author of over 25 Books
Management coach and consultant
PUBLI-CATIONS
Publications:
HR MODELS
HR MODELS
HR 4 Role Model
HR 4 Role Model
1998
http://smallbusiness.chron.com/hr-business-partner-model-3878.html
To conclude an HR professional should help execute strategies, build infrastructure, ensure employee contribution, and manage transformation and change.
HR Scorecard
Implementing HR’s Strategic Role:
A Seven-Step Model
Creating the HR Scorecard
The HR Scorecard is a strategic HR measurement system that will help you measure, manage and improve the strategic role of your HR department.
The Scorecard consists of measurements of:
• HR deliverables
• HR policies, processes and practices
• HR system alignment
• HR efficiency
Cost-Benefit Analysis For HR Interventions
A complementary process to the HR Scorecard is an HR cost benefit analysis, which helps your company choose how it will get there by looking at the Return On Investment (ROI) of HR programs and policies.
Competencies For HR Professionals:
To make sure you have the skills to implement the changes to your company’s HR system and become a strategic asset there are core competencies HR professionals need.
These HR competencies can be classified into five categories:
1. Knowledge of the business
2. Delivery of HR practices
3. Management of change
4. Management of culture
5. Personal credibilit
Implementing The HR Scorecard
Guidelines for the successful implementation of the HR Scorecard:
- Leading change
- Creating a shared need
- Shape a vision
- Mobilize commitment
- Build enabling systems
- Monitor and demonstrate progress
- Make it last
Criticism/Evaluation
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.
CRITICISM/EVALUATION
Bibliography
BIBLIOGRAPHY
Becker, B./Huselid, M./Ulrich, D. (2001): The HR-Scorecard, Boston (Harvard Business School Press) (Book Summary)
https://strategichrinc.com/hr-scorecard/
http://www.markhuselid.com/pdfs/hr/3-SevenStepModelforHRScorecardDesign.pdf
https://www.investopedia.com/terms/h/humanresources.asp
http://daveulrich.com/
http://www.academia.edu/15704220/Human_Resource_Champions_-_DAVE_ULRICH
https://www.efilecabinet.com/human-resources-dave-ulrich-model-and-document-management/
https://blog.mettl.com/talent-hub/managing-hr-roles-david-ulrich-model
https://www.hrweb.at/2017/02/dave-ulrich-modell-hr-business-partner-modell/