David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it. The key HR Roles in the organization are: HR Business Partner Change Agent Administration Expert Employee Advocate This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization. David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees. The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.

1. DAVE
ULRICH’S
HR MODEL

2. David
Ulrich’s
HR Model
Why did HR Model by David Ulrich
changed Human Resources?
What are 4 key roles of HR?

3. Content
1.
About creative HRM
2.
David Ulrich (brief intro)
3.
HR Model by David Ulrich
1.
2.
Change Agent
3.
Administration Expert
4.
4.
HR Business Partner
Employee Advocate
Summary

4. 1
ABOUT CREATIVE HRM

5. About Creative HRM
1.
Creative HRM is a website fully devoted to
modern and agile HR Management.
2.
It covers all HR Processes like the Talent
Acquisition, Compensation and Benefits,
Organization Design, Training and
Development, Leadership Development,
Employee Relations and HR Development.
Click
to visit!
3.
Creative HRM is a source of the
contemporary HR practices focused on
building the competitive advantage for your
business.

6. 2
DAVID ULRICH
(BRIEF INTRO)

7. David Ulrich
The greatest HR
Management Guru, who
has influenced the way,
we do Human Resources
Management today.
He has a power to change
HR.

8. Books by David Ulrich
This book changed
Human Resources as we
know it today. It
introduced the famous HR
Model of 4 key HR roles in
the business.
The HR Business Partner
was born in this book and
many companies
changed their HR
Function to become a true
business partner.
This book is the
enhancement of Human
Resource Champions and
puts HR into a strategic
context. Being a partner
has to be extended to
become a strategic
partner for the top
executives.
The key focus of the book
is about the sustainability,
talent development and
leadership.
This book is about HR
Professionals of the
future. What
competencies and skills
will be required as a basic
set of skills by
companies?
How can HR bring value
added to the
organization? What are
the key HR competencies
of the future? What will be
valued by the top
management most?
How the successful HR
Function will be defined in
the future? What are the
key requirements? How to
become successful in
HR?
This book is about not
being just part of the
management board, it is
about being a contributing
member of the board.

9. 3
HR MODEL BY DAVID ULRICH

10. What is the HR Model?
1.
HR Model connects HR Strategy, HR Goals and Objectives,
HR Processes and Jobs into an operating model.
2.
HR Model defines key roles and responsibilities of Human
Resources.
3.
HR Model defines how key HR tasks will be delivered and
which process and unit in HR will deliver them. HR Model
defines the basic HR Roles and Responsibilities (externally
to the organization and internally between employees and
units).
4.
HR Model defines the style of operations of Human
Resources.
5.
Each change of HR Agenda should begin with the change
of the HR Model. It acts as a decision matrix to find the
right place for new roles and responsibilities.

11. Why is HR Model important?
1.
HR Management can be focused on different initiatives and
HR Model makes them visible to managers and employees
in the organization.
2.
HR Model makes relationships visible to everyone (to
internal customers, external vendors and process
interdependencies).
3.
HR Model assigns processes, responsibilities and job
descriptions to right roles HR has to play in the
organization.
4.
HR Model helps to organize thinking of the team and
involve right partners from HR and the business.
5.
HR Strategy is far too abstract for many HR employees, the
HR Model gives them the right guidance. HR Model is an
anchor.

12. Dave Ulrich’s Key Contributions
1.
2.
3.
Dave Ulrich is a strategist and he
identified 4 key HR roles, which
make the organization effective
and friendly to employees.
He defined a new strategic
agenda for Human Resources.
He defined a strategic role of HR
in the organization.
He proposed to change the
structure of HR Function and
build HR around roles – simply
to change the HR Model.

13. Key 4 HR Roles by Dave Ulrich
1.
2.
3.
4.
HR Business Partner
Change Agent
Administration Expert
Employee Advocate

14. David Ulrich’s HR Model
HR
Business
Partner
Admin
Expert
HR
Model
Employee
Advocate
Change
Agent

15. HR Business Partner
1.
HRBP is a strategic role of Human Resources.
2.
HRBP builds a strategic partnership and relationship with dedicated internal clients. HRBP acts as a
single point of contact for internal clients. He represents Human Resources and advertises HR
services in the organization.
3.
HRBP influences positively the organization design and identifies key top talents. HRBP helps to
identify key know-how holders and helps to spread their knowledge across the organization.
4.
HRBP gives a honest feedback to the internal client and uses feedback to improve HR procedures
and services.
5.
HRBP opens vacancies and preselects candidates that fit best into the team and supports diversity.
6.
HRBP shares business objectives with the internal client and incorporates HR goals into the daily
agenda.
7.
HRBP runs cross functional projects aiming to increase productivity, support innovations and
develop talents.
8.
HRBP acts as a couch in difficult moments. He facilitates difficult meetings and find a win-win
solution.

16. Change Agent
1.
The change agent is a second strategic role of Human Resources.
2.
HR participates in change management teams and takes the responsibility to
communicate changes internally and gain the trust of employees. HR leads
initiatives to prepare employees to live in a new organization.
3.
HR plans the internal communication and intervenes to plans to make them
achievable and understandable by employees.
4.
HR plans training sessions for employees and helps them to gain new skills and
competencies, which are required for a changed role. HR updates job descriptions,
consults changes with employees and helps them to transform their job habits.
5.
HR continuously collects feedback from employees, transfers it to teams and
requires project teams to introduce changes and adjustments, which are positive for
employees.
6.
HR supports changes in the organization and leads initiatives to make changes
easier for employees.

17. Administration Expert
1.
The administration expert is a transactional role of Human Resources.
Without being a trustful administration expert HR cannot play its
strategic roles.
2.
HR has to demonstrate its deep knowledge of the labor law, trade union
bargaining, dealing with difficult employees and keeping of personal data
accurate.
3.
HR implements all requirements evolving from the changes in the
legislation, regulation, work and safety rules, etc.
4.
Administration Expert introduces modern HRIS solutions and eliminates
the manual entry of data. The AE identifies data sources about
employees for the entire organization and takes the full responsibility for
the development of the source.

18. Employee Advocate
1.
Employee Advocate or Employee Champion is a core HR role. HR has to
represent employees, protect their interests and make sure that strategic
initiatives are well balanced.
2.
HR runs regular Voice of Employee satisfaction surveys to identify gaps
in the corporate culture and HR and managerial practices.
3.
HR ensures that employees have a fair chance to apply for new roles in
the organization.
4.
HR runs training and development sessions to develop skills and
competencies of employees.
5.
HR leads initiatives to improve the experience of employees in the
organization.
6.
HR manages the regular grievance and compliance procedure to ensure
that employees enjoy fair treatment from the management.

19. 4
HR MODEL
SUMMARY

20. HR Model: Summary
1.
HR Model describes the way Human Resources is
organized and how it will deliver its key goals and
objectives.
2.
HR Model defines key HR roles in the organization and
how the roles will be delivered to internal customers.
3.
HR Model defines key job descriptions required and the
most common career paths in Human Resources.
4.
HR Model can be inspired by the work of David Ulrich.
He is a true HR Management Guru.

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23. About Creative HRM
1.
Creative HRM is a website fully devoted to
modern and agile HR Management.
2.
It covers all HR Processes like the Talent
Acquisition, Compensation and Benefits,
Organization Design, Training and
Development, Leadership Development,
Employee Relations and HR Development.
Click
to visit!
3.
Creative HRM is a source of the
contemporary HR practices focused on
building the competitive advantage for your
business.