Five Main Areas of HR: (The Ulrich HR Model)

1. Strategic Partner
2. Change Agent
3. Administrative expert and functional expert
4. Human capital Developer
5. Employee Advocate

Implementation of this model must happen with an understanding of the overall company objectives,
challenges and opportunities

HR can determine how best to meet the needs of the organizations with these five main areas.

HRM as a Strategic Component of the Business

Examples of the Dynamic External Environment of HRM

Customers-Labor market changes-Society-Economic-Technology-Shareholders

Four Aspects in Creating Good HRM Strategic Plan:

1. Make it Applicable.
a. A good strategic plan should be the guiding principles for the HRM function. It should be
reviewed and changed as aspects of the business change.
2. Be a strategic partner
a. HRM strategic plan should be aligned

Steps to strategic plan creation

1. Conduct a strategic analysis

a. Understand the company mission and values

Tip in HRM Planning

Link HRM Strategic Plan to Company plan

Understanding the nature of the business is key to being successful in creating a strat plan for HRM.

Monitor the plan constantly

Often times a great stat plan is written, but isn’t actually put into practice for a variety of reasons

Measure it
Recruitment

-a process that provides the organization with a pool of qualified job candidates from which to chose.

-an important part of HRM

-forecasting is based on both internal and external factors

Internal factors:

- budget constraints

- expected or trend of employee separations

- production levels

- sales increases or decreases

- global expansion plans

External factors:

- Changes in technology
- Changes in laws
- Unemployment rates
- Shifts in population (urban and rural areas)
- Competition

Steps in recruitment process

1. Acknowledgement of job opening

2. The best recruiting strategies for the type of positions are determined
3. How the recruiting process will be managed under constraining circumstances (such as short
deadline or low number of applicants)

Aspects of developing a recruitment strategy:

1. Refer to a staffing plan

2. Confirm the job analysis is correct through questionnaires
3. Write the job description and job specifications
4. Have a bidding system to recruit and review internal candidate qualifications for possible
promotions
5. Determine the best recruitment strategies for the position
6. Implement a recruiting strategy

Job analysis – a formal system developed to determine what tasks people actually perform in their jobs

- Reviewing job responsibilities of current employees

- Researching job descriptions for similar jobs with competitors
- Analysis any new responsibilities that need to be accomplished by the person with the position
Job description

- A list of tasks, duties, and responsibilities of a job

Job specifications

- Discuss the skills and abilities the person must have to perform the job

A job analysis must be performed first, and then based on that data, we can successfully write the job
description and job specifications