1. Management of strategic HR (Outcome is executing strategy)The strategic HR role focuses on aligning HR strategies and practices with business strategy. In playing this role, the HR professional works to be strategic partner, helping to ensure the success of business strategies. By fulfilling this role, HR professionals increase the capacity of a business to execute its strategies.
The deliverable from the management of strategic HR is strategy execution. HR practices help execute business strategy, for example, hiring high competent people, developing compensation to reward sales growth, training and developing suppliers and customers. The main activity of this role is aligning HR and business strategy: “Organizational diagnosis”.
2. Management of Firm Infrastructure (Outcome is Building an efficient infrastructure)
Creating an organizational infrastructure has been a traditional HR role. It requires that HR professionals design and deliver efficient HR processes, for staffing, training, appraising, rewarding, promoting, and otherwise managing the flow of employees through the organization. HR professionals create infrastructure by constantly examining and improving the HR process.
The deliverable from the infrastructure role is administrative efficiency. The metaphor for work on a firm’s infrastructure is the “administrative expert.” The main activities of this role are reengineering organization processes: “Shared services”.
3. Management Employee Contribution (Outcome is Increasing employee commitment and capability)
The employee contribution role for HR professionals encompasses their involvement in the day-today problems, concerns, and needs of employees. In companies in which intellectual capital becomes a critical source of the firm’s value, HR professionals should be active in developing this capital. HR professionals has become the employees’ champions by understanding employees’ needs and ensure that those needs are met, overall employee contribution goes up.
The deliverables from management of employee contribution are increased employee commitment and competence, for example, helping employee to understanding company policy and administration by creating employee service center. The metaphor for this HR role is “employee champion.” The main activities for this role are listening, responding, finding ways to provide employees which resources that meet their changing demands (proving resources to employees.”)
4. Management of Transformation and Change (Outcome is creating a renewed organization.)
Transformation entails fundamental cultural changes within the firm. Change refers to the ability of an organization to improve the design and implementation of initiatives and to reduce cycle time in all organizational activities.
The deliverable from this role is capacity for change. The metaphor of this role is “Change agent.” The action of change agents include identifying and framing problems, building relationships of trust, solving problems, and creating—and fulfilling action plans.
Source: Dave Ulrich, Human Resource Champions: The next agenda for adding value and delivering results, Harvard Business School Press, Boston, Massachusetts, 1997
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