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Designing Human Resource Management Systems:A Leader’s Guide
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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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