The Ulrich model in human resource management has introduced the four key functions of a human resource. One of these functions is the strategic partner. The role of human resource manager should focus majorly on business. The human resource manager should strive to satisfy employees as well as the employer (Storey, 2008). This model explained the way the Human resource can work in all areas so as to increase the productivity of an organization.HR of every organization should encourage the strategic partnering of that organization with others. This is because with strategic partnership the company will increase its cost efficiency (Lawler & Boudreau, 2009).
There are two levels which will be developed when there is merging and acquisition. These levels are the industry levels and the cultural convergence. These have enhanced the participation of the many people and enhancement of the leadership quality. The organization will share the common resource among them hence cutting the cost of the shared materials. The HR should depict the required skill so as to fit the competitiveness of the business society. The business environment is becoming very competitive. The HR contributes to the strategic plans of the organization. The HR should therefore have the required experience and skills (Mathis & Jackson, 2007).
The HR should also have strong leadership skill. This is important as it enables the workers to have a trust in the HR. Another important characteristic of a capable HR is one that can understand the future needs of the company. Understanding the company’s future needs will enable the HR to understand the changing environment and the workforce and will be able to act accordingly (Holbeche, 2008).
Another factor that was depicted in the Ulrich Model is employee champion. The Human resource should always be in good terms with the employees. He or she should listen to employees when they have some complains. He should listen to them and act accordingly so as to satisfy their needs (Ulrich & Brockbank, 2005). The HR should ensure that the resources that are needed by the employees are always available.
This is important as the employees will be comfortable in their workplace hence become more productive. Listening to them will encourage them to work hard as they will feel loved. Employees should also be motivated. They can be motivated by rewarding them whenever they do something good (Dubrin, 2008).
Another factor is that the HR should be an administrative expert. HR should have a great experience in administrative work. He should be able to administer the workers diligently.HR should be able to monitor employees well without employees feeling bad. Absenteeism in workers should be monitored. However, it should be done in a way that will not make them feel discouraged (Losey & Ulrich, 2008). There are several services that are shared in the organization.
These services should be shared fairly. This may include the payroll, this should be observed well. HR should also ensure that there is a good relationship among the employees. There should also be a good relationship between employees and the management. This can be done by treating all the employees justly (Boroughs, 2009).
Human resource should also be an agent of change. The business society is becoming very competitive and there is a great change in technology. For a company to remain competitive in the business market, it should be able to change its way of doing things so as to fit the competitive age (Losey & Ulrich, 2008). The human resource is the one who should encourage people to embrace change. He should plan well on the things that will enable the employees to cope with change. He should understand the employees well so as to enable him plan for a change that each of them will be impressed with. HR should strive to satisfy the employees and the employer for the success of the organization (Daft, 2008).
Boroughs , A., 2009. HR Transformation Technology: Delivering Systems to Support the New HR. London: Gower Publishing, Ltd.
Daft, L., 2008. New era of management. 2nd ed. New York: Cengage Learning EMEA.
Dubrin,J., 2008. Essentials of Management. 8th ed. New York: Cengage Learning.
Holbeche, L., 2008. Aligning Human Resources and Business Strategy. 2nd ed. New Jersey: Butterworth-Heinemann.
Lawler, E & Boudreau., 2009. Achieving Excellence in Human Resource Management. London: Stanford University Press.
Losey,M & Ulrich., 2008. The future of human resource. India: Wiley.
Losey, R & Ulrich D., 2008. ‘64 thought leaders explore the critical HR issues of today and tomorrow’: The future of human resource management. New Jersey: John Wiley and Sons.
Mathis, L & Jackson., 2007., Human Resource Management. 12th ed. New York: Cengage Learning.
Storey, 2008. The Routledge companion to strategic human resource management. Canada: Taylor & Francis.
Ulrich, D. & Brockbank, W., 2005. The HR value proposition. Harvard Business Press.