HR Philosophy

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HR Philosophy

Post by Albert on Thu Mar 25, 2010 2:51 am

The HR Philosophy

The Auxillium West vision begins with an HR philosophy as described by David Ulrich, professor of organizational development at the University of Michigan, who is recognized for his human resource management expertise and comprehensive research.

HR has four roles in David Ulrich's model, illustrated in the diagram below:
Future/Strategic Focus
Strategic Partner
Administrative Expert
Change Agent
Employee Champion

Day-to-day/Operational focus
1. Strategic Partner

HR must ensure that its practices, processes, and policies complement the overall organizational strategy. It needs to develop a capacity to execute that strategy. HR must minimize the time it takes to implement the strategy.
2. Change Agent

All organizations change. In recent years the rate of change has increased dramatically, due in part to the globalization of the economy and enhancements in communication (e.g. the Internet). The HR role is to facilitate that change in organizations. This includes modeling change to other departments, advocating change across the entire organization, resolving issues that arise from change, and institutionalizing change by implementing efficient and flexible processes.
3. Administrative Expert

This is the role to which HR dedicates most of its time, and rightfully so. This role involves HR infrastructure, such as recruiting, hiring, compensating, rewarding and disciplining, training, recordkeeping, and terminating, and any other process that involves people. HR must ensure that these processes are efficient and optimized, which requires tracking, monitoring, and continuously improving. "You have to deliver on the basics," says Ulrich, "because it is much easier to change when there is confidence in the infrastructure."
4. Employee Champion

This too is a traditional HR role, similar to 'employee advocate.' To be employee champions, HR must know the employees well and spend time meeting with and listening to employees. HR must promote communication, which can include employee surveys, employee suggestion programs, all-employee meetings, on-going communication of business status, and any other program that can make employees feel part of the team and dedicated to customer service. This role also includes ensuring that employees who are having problems get a fair hearing.



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