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Made by:
David Ulrich’s HR model
Katy Happell
Veronika Novikova
Ekaterina Bubnova
Gilard Karmon
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Agenda

n  Introduction

n  Quick overview of the model

n  4 stages

n  General implementation & case study

n  Criticism
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Biography
•  American HR Management
Guru

•  Active professor, speaker,

management coach.

•  The most influential HR  
thinker of the decade 

•  “Michael Porter” of the HR

World
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Model overview
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Strategic/operational
n Strategic Partner
-  Communicating with
“internal clients”
-  Feedback, identification of
Top-talents, filling job
vacancies
-  Promoting of productivity
and harmony
n Change agent
-  Understands culture
-  Expansion/evolvement
-  Organizes training ->
learning new skills
-  Adapting staff for new
stage of growth
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People/processes

n Administrative n Employee champion

expert -  Protects employees interests
-  Bureaucracy -  Gauging employee morale,
experience and satisfaction
-  Organizing personal
employee information -  Preserves employees self-
esteem and commitment
-  HRIS (Human Resources
Information System) -  Spot shortcomings in
company culture
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Implementation of David Ulrich’s
Model
n  Predominantly used in large businesses

n  Division of tasks. For example…

-  Strategic Partner; recruitment

-  Change Agent; training and development

-  Administrative Expert; wages, safety and compliance

-  Employee Champion; employee welfare

n  Utilised by multiple teams within the business

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Case study: Bath Consultancy
Group
n  The Situation: Government department. Recently merged
resulting in double the number of staff and office spread
across the company.

n  The Solution: Centralise HRM department. Train both HR

staff and other employees to ensure understanding of the
new system.

n  The Outcome: Network created that linked regionally

disparate teams. Clarified the roles of HR; staff could access
HR functions quickly. New structure facilitates future change.
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Criticism
n  The model is more like a draft

n  No fast results

n  Need to adjust it to the company

n  Doesn’t work for every company

n  Us vs. them

n  Lack of skills of HR managers

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Questions and Answer time
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Sources
n  https://www.efilecabinet.com/human-resources-dave-ulrich-model-
and-document-management/

n  https://www.slideshare.net/CreativeHRM/david-ulrichs-hr-model

n  http://www.bathconsultancygroup.com/downloads/HR-Development-
Case-Study-v1.0-July-2011[171].pdf

n  https://www.google.ee/search?q=david+ulrich+hr
+model&source=lnms&tbm=isch&sa=X&sqi=2&ved=0ahUKEwjj4ryFlc3
UAhWILMAKHZoXCzoQ_AUIBigB&biw=1280&bih=738#imgrc=EIkSHFR
xxuGRBM

n  https://mettl.com/blog/managing-hr-roles-david-ulrich-model/

n  http://www.bathconsultancygroup.com/downloads/HR-Development-
Case-Study-v1.0-July-2011[171].pdf

n  http://smallbusiness.chron.com/six-main-functions-human-resource-
department-60693.html