South Asian Journal of Management

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Designing Human Resource Management Systems:A Leader’s Guide


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1 Human Resource Management Area, Indian Institute of Management Ahmedabad (IIMA), Vastrapur, Ahmedabad-380015, Gujarat, India
     

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Dave Ulrich provided us with a model of how Human Resource (HR) roles are compartmentalized. Ulrich’s (1997) model had an X-axis which moved between process and people. The Y-axis moved from strategic focus to operational focus. Dependent on the focus and the approach taken, we have four different HR roles: administrative expert (lower-left quadrant), strategic partner (upperleft quadrant), employee champion (lower-right quadrant), and change agent (upperright quadrant) (Ulrich, 1997). However, this does not imply that we need HR to manage or to do only specific role. We need people in each of these roles to ensure that the organization functions effectively.
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  • Hailey, V. H., Farndale, E., & Truss, C. (2005). The HR department’s role in organisational performance. Human resource management journal, 15(3), 49-66.

  • Barney, J. B., & Wright, P. M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 37(1), 31-46.

  • Boxall, P., & Macky, K. (2009). Research and theory on highperformance work systems: progressing the highinvolvement stream. Human Resource Management Journal, 19(1), 3-23.

  • Ulrich, D. (1997). Human resource champions: The next agenda for adding value and delivering results. Boston, MA: Harvard Business Review Press.


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  • Designing Human Resource Management Systems:A Leader’s Guide

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Authors

Aditya Christopher Moses
Human Resource Management Area, Indian Institute of Management Ahmedabad (IIMA), Vastrapur, Ahmedabad-380015, Gujarat, India

Abstract


Dave Ulrich provided us with a model of how Human Resource (HR) roles are compartmentalized. Ulrich’s (1997) model had an X-axis which moved between process and people. The Y-axis moved from strategic focus to operational focus. Dependent on the focus and the approach taken, we have four different HR roles: administrative expert (lower-left quadrant), strategic partner (upperleft quadrant), employee champion (lower-right quadrant), and change agent (upperright quadrant) (Ulrich, 1997). However, this does not imply that we need HR to manage or to do only specific role. We need people in each of these roles to ensure that the organization functions effectively.

References