The framework in Figure 2.3 describes - in terms of deliverables - four key
roles that HR professionals must fulfill to make their business partnership a
reality. Ulrich devised this framework over the course of his work with dozens
of companies and hundreds of HR professionals; many companies have since
used it as a way to describe the deliverables of their HR work. The two axes
represent the HR professional's focus and activities. Focus ranges from long-
term /strategic to short-term/operational. HR professionals must learn to be
both strategic and operational, focusing on the long and short term. Activities
range from managing processes (HR tools and systems) to managing people.
These two axes delineate four principal HR roles: (1) management of strategic
human resources; (2) management of firm infrastructure; (3) management of
the employee contribution; and (4) management of transformation and
change. To understand each of these roles more fully, we must consider
these three issues: the deliverables that constitute the outcome of the role,
the characteristic metaphor or visual image that accompanies the role and the
activities the HR professional must perform to fulfill the role. Table 2. 1
summarizes these issues for each of the roles identified in- Figure 2.3.
Figure: 2.3 HR Roles in building a Competitive Organization
FUTURE / STRATEGIC FOCUS(^) Management of Strategic
Human Resources
Management of
Transformation and
Change
Process. People
Management of Firm
Infrastructure
Management of Employee
Contribution
DAY TO DAY / OPERATIONAL FOCUS
Source: Ulrich, D. (1997), Human Resource Champions, Boston: Harvard Business
press pp.
Management of Strategic Human Resources
The strategic HR role focuses on aligning HR strategies and practices with
business strategy. In playing this role, the HR professional works to be a
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. Translating business strategies into HR practices helps
a business in three ways. First, the business can adapt- to change because