The multiple-role model for HRM (Dave Ulrich’s Model) ‌

 

‌HR roles in building a competitive organization (Ulrich,D. 1997)

1.       Strategic partner: The management of strategic HR, aligning HR & business strategy.

2.       Change agent: The management of transformation and change, creating a renewed organization.

        HR professionals as change agents

·       Caralyst/sponsor (dedicated employee body)

·       Facilitator

·       Designer (re-design HR system)

·       Demonstrator (demonstrate change within own functions)

3.       Administrative expert: Management of firm infrastructure, reengineering organization process.

4.       Employee champion: Management of employee contribution, increasing employee commitment and capability.


David Ulrich's HR Model (1997)


Sample activities related to HR Roles at Hewlett-Packard


Multiple Role Model of HR

(i) Hewlett-Packard HR activities and (ii) Dave Ulrich (1997) "Multiple Role Model of HR"]

 

In addition to above roles HR management need to undergo broad transformation under following 4 areas.

Enabler: As the enabler, SHR practitioners must empower line managers in implementing HR programs successfully. This will therefore lend support to various HR activities such as interviews, selection, induction, evaluation, reward, training, promotion, counseling, and dismissal.

Monitor: As the monitor, SHR practitioners must try to ensure that policy implemented is fair and consistent.

Innovator: As the innovator, SHR practitioners must strive to be the benchmark. As Peter Drucker said they must be “doing the right thing” and “doing the thing right”. Therefore, policies implemented muxt be assessed.

Adapter: As the adaptor, SHR practitioners need to remain open to new technologies, structures, processes, cultures, and procedures. There should be no fear to adapt concepts and ideas, which will improve the strategic effectiveness of HR management function.

Coach: Coach Leaders about how they can build stronger organizations. Help leaders succeed by observing their behavior and provide feedback on how to make changes in their personal style.

Architect: Turn generic ideas into blueprints for organizational action. Help business leaders to identify choices not evident or known about how the organization might better be structured or governed.

In conclusion, the multiple-role model for HRM proposed by Dave Ulrich provides a comprehensive framework for managing human resources in organizations. The model identifies four key roles that HR professionals should play, including strategic partner, change agent, administrative expert, and employee champion. Additionally, HR practitioners need to act as enablers, monitors, innovators, adapters, coaches, and architects to empower line managers, ensure fair policies, strive for excellence, remain open to new technologies and ideas, coach leaders, and turn ideas into blueprints for organizational action. By adopting these roles, HR managers can build competitive organizations, create a renewed organization, and increase employee commitment and capability. The Hewlett-Packard HR activities illustrate the practical application of the multiple-role model of HR, and its effectiveness in building a successful business. Overall, the multiple-role model of HR is a valuable tool for HR professionals seeking to align HR and business strategy and create a sustainable competitive advantage in today's dynamic business environment.

Reference

·       evelinadebora (2017). Peran HR Menurut Dave Ulrich. [online] Evelina Damanik_blog. Available at: https://evelinadamanik.wordpress.com/2017/12/10/peran-hrd-menurut-dave-ulrich/ [Accessed 15 Apr. 2023].

·       David Ulrich’s HR Model. (2019). YouTube. Available at: https://www.youtube.com/watch?v=YvuCFL-9F6A.

·       ‌ Liew, E. (2011). e-HRM Inc: The Multiple-Role Model of HRM. [online] Available at: https://e-hrminc.blogspot.com/2011/04/multiple-role-model-of-hrm.html [Accessed 15 Apr. 2023].


Comments

  1. Shanika MaturataApril 15, 2023 at 11:17 AM

    This article is excellent. HRM models frequently integrate the fundamentals of both soft and hard HRM, albeit with a stronger focus on one of these two methods.
    The Ulrich Model, which belongs to the category of innovative HRM, focuses on classifying all HR functions into four key categories. This model is centered on organizational members and the roles they play in the overall scheme of things rather than processes and functions.

    Ulrich emphasized that HR reform does not, however, largely rely on HR automation services. He emphasized that senior management and the CEO both have important roles to play in the process.
    Despite the controversy over the Business Partner Model's continued applicability, it nonetheless marks a significant turning point.
    The Business Partner Model is still in use in many organizations, despite the fact that its continued applicability is a topic of significant discussion. It marks an important turning point in the history of HRM.
    All HR initiatives continue to be primarily focused on increasing productivity and achieving the established company goals. Although no model developed to yet provides a flawless solution for all HR efforts, it is essential to comprehend the many HRM frameworks.
    The HRM models created thus far provide HR teams and specialists with a solid platform to construct, modify, improve, and new practices for the future. They are similar in some ways while different in others.
    In order to achieve the ultimate goals of HRM, each organization needs a unique strategy. These strategies include hiring the best employees, providing quality and relevant staff training, monitoring performance in ways that produce reliable results, designing and putting into place employee welfare measures, and managing pertinent reports.

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    Replies
    1. Hansika EdirimannaApril 20, 2023 at 11:49 PM

      Thank you for your comment! I completely agree that HRM models often incorporate both soft and hard HRM principles, and it's important for HR professionals to understand the various frameworks in order to develop effective strategies that align with their organization's goals.

      Delete
    2. Hansika EdirimannaApril 20, 2023 at 11:54 PM

      This comment has been removed by the author.

      Delete
  2. George FernandoApril 19, 2023 at 8:58 AM

    This blog post provides a comprehensive overview of the multiple-role model for HRM proposed by Dave Ulrich, and how it can be applied in practice. Hansika, you have done an excellent job in explaining the four key roles that HR professionals should play, as well as the additional roles of enabler, monitor, innovator, adapter, coach, and architect. The examples of Hewlett-Packard's HR activities help illustrate the practical application of this model. However, it would have been beneficial if you had discussed any potential criticisms or limitations of the multiple-role model for HRM, as well as the challenges that organisations might face when implementing it.

    My question to you Hansika, How can organisations overcome the challenges that they might face when implementing the multiple-role model for HRM proposed by Dave Ulrich?

    ReplyDelete
    Replies
    1. Hansika EdirimannaApril 20, 2023 at 11:55 PM

      Thank you for your kind words and excellent question.
      Implementing the multiple-role model for HRM proposed by Dave Ulrich can be challenging for organizations. Some of the challenges may include resistance to change, lack of understanding and support from senior management, inadequate resources, and inadequate communication and training.
      To overcome these challenges, organizations can take several steps. First, they can involve all stakeholders in the process of implementing the new model to gain their support and buy-in. Second, they can provide adequate resources and training to ensure that employees understand the new roles and are equipped to perform them effectively. Third, they can communicate the benefits of the new model to all employees to encourage their acceptance and engagement.Organizations can also establish clear performance metrics and goals to monitor the success of the new model and make necessary adjustments. Furthermore, they can create a culture of continuous learning and improvement, where employees are encouraged to provide feedback and suggestions for improvement.
      Finally, it is important for organizations to be patient and recognize that the implementation of the new model may take time and require ongoing support and resources. By taking these steps, organizations can successfully implement the multiple-role model for HRM and realize its many benefits.

      Delete
  3. Kasun RenukaApril 19, 2023 at 10:19 PM

    Thank you for sharing the good article. The Ulrich model promotes HR professionals to be simplified and automated. This ensures that HR professionals spend less time handling day-to-day internal processes/problems while concentrating more of their efforts to high-value goals that help organizations achieve their strategic goals.

    ReplyDelete
    Replies
    1. Hansika EdirimannaApril 21, 2023 at 6:10 AM

      You're welcome! I'm glad you found the article informative. Yes, the Ulrich model can be very beneficial for organizations as it allows HR professionals to focus more on strategic goals that can help the organization achieve its objectives. By automating and simplifying the day-to-day tasks and processes, HR professionals can spend their time and energy on high-value tasks such as developing talent, creating a positive work culture, and aligning HR strategy with the overall business strategy. This, in turn, can help the organization to achieve its goals and stay competitive in the market.

      Delete

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