Name: Joedelyn V.

Fabian Course/ Year: BS Psychology 3A

Class Code: I/O-6508 Instructor: Sir Galo Nuestro

ASSIGNMENT #3: DAVID ULRICH’s MODEL OF HR ROLES

David Ulrich originally presented the Ulrich Model of HR Roles in 1995 to

distribute responsibilities for HR. This model is useful in assigning duties and positions within HR
departments. The model is designed primarily for corporations with huge and unstructured
teams. Its purpose is to promote efficient operations and ensure that all employees understand
their respective roles, obligations, and accountability. Ulrich splits HR into four key sections.
First is the Strategic partner that aims to help oversee the workforce's growth and promotion.
They assess policies and processes that could aid in more effectively meeting the needs and
desires of the customer while also looking to the client for suggestions on how they could
improve. For HR to operate effectively and strategically and participate in decision-making, HR
strategy must be integrated into company operations. This engagement is essential to
guarantee that HR focuses on the customer to promote systems thinking and matches its
strategies with business outcomes. Thus, Strategic HR predicts upcoming needs for
organizations by examining trends, corporate objectives, and market shifts. It guarantees that
the organization has the necessary talent, skills, and resources to address future needs.
For example, Google spends time recruiting the best people worldwide, including stringent
screening procedures, to ensure workers fit the company's innovative culture. Hiring
individuals with the appropriate technical capabilities or enhancing the digital competencies of
current staff members. Through this, Google HR can ensure talent acquisition, learning and
development, and performance management are aligned with the goals of the digital
transformation. Other examples of Strategic partners are introducing flexible work
arrangements to boost skills and productivity and spearheading a culture-building program to
stimulate innovation and partnership.
 Next is the Change agent. It refers to an individual or group that is important in initiating and
enabling the process of transformation and change inside an organization. This involves finding
out how to adapt the organizational culture to accept change and strengthening the
organization's ability to take benefit of change possibilities. HR's function as a change agent
plays an important role. HR specialists oversee not only comprehending the current company
culture but also influencing and molding it to conform to the intended modifications. They must
also concentrate on creating and putting into place efficient support, communication, and
training mechanisms to increase the organization's ability to accept change. They focus on
enhancing company culture, fostering resilience, and bringing individuals in line with the
primary goals.
For example, Netflix’s evolution from a DVD rental company to a global streaming powerhouse
is a prime example of the Change Agent position in action. The transition necessitated
significant organizational changes in the way content was distributed, technology was
integrated, and the economic model operated. Another example of this is meeting with
department heads to discuss the business case for the change and how it fits within the
company's strategic goals and creating a report that demonstrates how implementing
automation can improve operational efficiency and lower expenses.
Third is the Administrative Expert (HR Service Delivery). The task of an Administrative Expert in
HR Service Delivery is essential in establishing and upholding successful and effective
procedures that are adapted to the needs of organizations while saving expenses. This position
entails supervising the development and implementation of administrative processes that
support HR operations such as recruitment, onboarding, payroll, and benefits administration. In
today's competitive corporate environment, the value of an Administrative Expert in HR Service
Delivery cannot be reiterated. Their ability to develop cost-effective and personalized processes
is critical to making sure HR operations run smoothly while adding the most value to the firm.
For instance, Walmart, one of the world's largest shops, depends considerably on human
resources administrative experts to efficiently handle its enormous workforce. The HR staff
ensures that payroll, benefits administration, and labor law compliance are consistently
implemented properly across the company's hundreds of locations. Another example of this
includes arranging an efficient onboarding process in which recruits receive contracts, benefits
information, and orientation regarding company policies. Coordinating yearly benefits
enrollment periods and ensuring that all eligible employees receive timely and accurate
information about their benefit alternatives.
Lastly, Employee Champion aims to prioritize boosting employee engagement inside the firm.
This can be accomplished by pushing well-being initiatives, advocating for staff development
programs, and representing employees at high-level meetings. Employees are encouraged to
prioritize their health and overall well-being by promoting well-being initiatives such as
wellness programs and mental health support, which results in increased engagement and
motivation.
For example, Microsoft's human resources department has embraced the role of Employee
Champion, paying attention on employee health, involvement, and progress. Microsoft
provides psychological support, schedule flexibility, and extensive time off for parents to help
individuals feel valued both personally and professionally.
In a nutshell, HR professionals' perceptions of their duties and responsibilities have been
significantly shaped by the development of Dave Ulrich's competency model. The model has
pointed out how vital it is for employees in HR to have a wide range of capabilities, such as
business knowledge, HR delivery, strategic orientation, and personal credibility. Given the need
for HR professionals to be effective in contributing to the success of their organizations, these
skills have become crucial.