Ulrich Model
The Ulrich model classifies HR roles into four key areas: employee champion, administrative expert, change agent and strategic partner. It focuses on aligning HR with business goals, driving change, improving processes, and fostering employee engagement.
Technique Overview
Ulrich Model Definition
Dave Ulrich's seminal 1995 work, "Organisational Capability: Competing from the Inside Out" introduced the foundational idea of aligning HR practices with business strategies to build organisational value. This concept was later expanded in his 1997 book "Human Resource Champions" where he further developed the four HR roles by offering a practical framework for HR professionals to drive organisational success. Together, these works provide the theoretical foundation and actionable strategies for modern HR practices.
Ulrich Model Description *
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Business Evidence
Strengths, weaknesses and examples of Ulrich Model *
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Business Application
Implementation, success factors and measures of Ulrich Model *
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Professional Tools
Ulrich Model videos and downloads *
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Further Reading
Ulrich Model web and print resources *
Ulrich Model references (4 of up to 20) *
- Becker, B. E., Huselid, M. A., & Ulrich, D. (2001). The HR Scorecard: Linking People, Strategy, and Performance. Boston: Harvard Business School Press.
- CIPD (2021). People Profession 2021 Report: Reshaping HR for a Post-Pandemic World. London: Chartered Institute of Personnel and Development.
- Conner, J., & Ulrich, D. (1996). 'Human Resource Roles: Creating Value, Not Rhetoric.' Human Resource Planning Journal, 19(3), pp. 38–49.
- Deloitte (2023). 2023 Global Human Capital Trends: Unlocking Workforce Potential for the Future of Work. Deloitte Insights.
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