Business Partner Model

The Business Partner Model is used by many organisations as it assists in accomplishing any goals or targets which they wish to meet in the future, therefore being a key tool in the success of a business. This model was first introduced by David Ulrich in 1997, and he states in an interview that: “The model was conceptualised to support the HR domain. We wanted to allow HR managers to focus on revenue generated by HR by using the model.” (Goingforhr.be, 2013) His model is split up into four different components: Strategic Partner, Change Agent, Administrative Expert and Employee Champion.

The role of Strategic Partner includes studying the work of the business, finding out where the business estimates to be in the future and understanding its strengths and weaknesses. By analysing these, the Business Partner can then put the most effective strategies into place to help encourage the development of the business. This role also means the Business Partner will educate line managers and other employees so that changes can be made to improve the running of the business. The second role in Ulrich’s model is Change Agent. Along with implementing the changes, this aspect will also support and guide employees through the changes that are being made in the company, whether they are large or on a smaller scale. To be successful in this role, the Business Partner must be experienced and lead by example so that employees place trust in them and are welcoming to the changes. The next role, Administrative Expert, is responsible for any policies and legislation, ensuring that they work well with the changes the business has made. They will also have to monitor legislation, to ensure policies are up to date so the business can continue to run successfully. The final role is Employee Champion and this is to protect and act as a representative of employees, ensuring that their opinions are being heard.

Bibliography:

Goingforhr.be. 2013. HR according to Dave Ulrich - Going for...