Human Resource Champions.

Dave Ulrich

Physical

In Circulation

The author argues that the roles of human resource professionals must be redefined to meet the competitive challenges organizations face today and into the future. He provides a framework that identifies four distinct roles of human resource professionals: strategic player, administrative expert, employee champion, and change agent. He includes many examples to demonstrate that human resource professionals must operate in all four areas simultaneously in order to contribute fully. He urges a shift of these professionals' mentality from "what I do" to "what I deliver" and makes specific recommendations for how individuals in human resources can partner with line managers to make organizations more competitive.

What will you learn from this book

  1. Strategic HRM: Shifting HR's role from administrative functions to strategic partnership, aligning HR practices with overall business strategy.

  2. HR as Value Creator: Emphasizing HR's contribution to creating value for the organization through talent management, leadership development, and culture building.

  3. HR Competencies: Outlining the essential competencies required for HR professionals to become strategic partners, including business acumen, HR expertise, and change management skills.

  4. Employee Champion Role: Balancing the advocacy of employees' needs and concerns while aligning those needs with organizational goals and strategies.

  5. Administrative Expert Role: Optimizing HR functions by efficiently managing administrative tasks and implementing HR practices that support organizational objectives.

  6. Strategic Partner Role: Collaborating with senior leadership to anticipate future challenges, develop HR strategies, and contribute to organizational decision-making.

  7. Change Agent Role: Leading change initiatives within the organization by fostering a culture of innovation, adaptability, and continuous improvement.

  8. Measuring HR Impact: Using metrics and analytics to measure the impact of HR initiatives on business outcomes and to demonstrate HR's value to the organization.

  9. HR Transformation: Advocating for HR transformation and evolution to meet the changing needs of the business environment.

  10. Building HR Credibility: Gaining credibility and influence by delivering measurable results and aligning HR initiatives with organizational goals.

Language English
ISBN-10 0-87584-719-6
No of pages 281
Font Size Medium
Book Publisher Harvard Business Review Press
Published Date 01 Nov 1996

About Author

Author : Dave Ulrich

3 Books

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