HR model and HR Strategy

The HR Model by David Ulrich is very modern, but the HR Managers should consider the need to implement this HR Model. It is time consuming, it brings lower quality of provided services for some time and maybe, that the organization does not need so sophisticated HR Model. The HR Strategy should provide the help to managers, when they have to decide about the HR Model to be used.

The modern HR Models are for the organization, who are in the heavy competition on the market and they are willing to invest a lot of money into their employees. Other organizations should consider much simpler and traditional HR Models as they worked for many years.

When the organization does not need to have the unique HR Strategy, it probably does not need the complicated HR Model. They need to do their job well and the manager, who can manage their priorities.

The more ambitious HR Strategy is, the more sophisticated HR Model has to be introduced. The HR Strategy and HR Model have to be in harmony, they cannot be in the conflict as the managers and employees would see no alignment.

On the other hand, when new HR Strategy is being prepared, it is always about the HR Model. As the HR Model allows the implementation of the new HR Strategy, mainly when new and complicated HR Initiatives are introduced.

The HR Strategy and HR Model are connected together. Generally, when your organization does not ask to bring and to implement a new HR Strategy, then no HR Model change is needed as well.