HR Roles defined in HR Model from David Ulrich
David Ulrich defined four main HR Roles in his HR Model to build efficient and modern Human Resources, which does not act as the support function, but it acts as the business leader.
In reality, most HR Managers changed the HR Organization Structure, moved employees around the offices, but Human Resources did not change much. But it is more about the implementation issues of the HR Model by David Ulrich, it is not about the HR Model itself.
The main four HR Roles are:
- HR as a Business Partner
- HR as a Change Agent
- HR as an Administration Expert
- HR as an Employee Advocate
These 4 HR Roles are not difficult to understand, but they are really difficult to fully implement as they need complete different mindset of employees in Human Resources.
Human Resources is always good in administration as the whole HRM Function was born from the administration of the personnel files. The people in Human Resources are used to watch the law and not to have mistakes in documents they produce.
Other HR Roles, mainly being the Business Partner and Change Agent, are difficult for HR Employees. HR Employees have to start learning the business of their internal clients, they have to study the best practices in many areas and they have to know the employees in the units they serve. They have to live with their internal clients and they have to stay loyal to Human Resources. It is very difficult and it is very difficult to find such a strong man.
HR Model by David Ulrich is not suitable for every Human Resources. The organization has to be quite big and Human Resources has to be recognized as a good unit in the organization. The HR Model does not bring the recognition on its own.
