ULRICH MODEL

Ulrich Model



Ulrich Model

Introduction

Although the role of human resource management under continuous monitoring has been in recent years, doctors and academics argue that effective HRM has never been more important moment. Provide research support to convince the relationship between human resource practices and profitability and economic value of the organization (e.g. Huselid, 1995). Accordingly, we now increasingly widely accepted that human resource professionals play a key role in a successful company (Ulrich, 1998 48).

Hospitality industry, the importance of HRM is even more marked. Industrial work, working conditions far from ideal, and the work force is often considerable diversity of education, skills and cultural backgrounds are identified. In addition, staff in the heart of this operation is the main source of differentiation accepting them largely identified, providing customer service experience. Not surprisingly, issues of human capital, as to attract workers in tight labor market, recruitment, selection and maintenance personnel, and provide employment opportunities (Enz, 2001) at the top of the list of issues concern to the senior home. Lament some observers paradox that, despite its importance is widely recognized, the human resources function in the hospitality industry (Tracy and Nathan, 2002, p. 17) "is a strange function (online) has been cut off”. Gap between human resources and the rest of the organization seems to exist mainly for two reasons. First, many organizations still human resource managers in strategic decision-making processes do not include reducing the role of manager and human resources to implement simple. Second, human resource functions in constructive interaction with line managers do not always and often the administrative procedures with little impact on organizational effectiveness caught.

True Guru David Ulrich of human resources, the most common definition is the role of HR models, typically is used in the market. Having a good model for aspects of human resources primarily on introducing the greatest value is known.

Discussion

Main contribution of David Ulrich model for starting the movement of human resources human resources function in HRM function was organized by cooperation. Business cooperation is possible without a major change in the organization is to implement human resources. Profit more responsible and flexible sources of human, which allowed many HR professionals to become true business partners faced. HR model defined by Ulrich makes four main criteria

Strategic Partner

Change Agent

Employee Champion

Administrative Office

Strategic Partner

Strategic partner, change the alignment of HR activities and initiatives with business strategy in general and it has the task of human resource management and human resources business partners. Sometimes it seems easier to implement a strategic partnership, but it takes work to human resources. (Goodge 2005 32)

Change agent

Change an essential factor of human resources is the Ulrich model. Managing change is intended to support change and transition in the field of human capital in the organization. The role of human resource activities in support of this effort is to change the field and ensure the ability of these changes.

Employee Champion

Employee champion role of human resources is very important. Consulting employee knows what needs staff and human resource management should know ...