Human Resource Management Case Study: Electrical Network Holdings

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1.Comparing “McKinsey” model with Ulrich model of HR and stating which one is the best
suitable in today's workplace.......................................................................................................3
2.Evaluating ways for ENH in becoming even more ethical.......................................................6
3. Aiming to improve employee engagement in the poor relationship that appears to exist
between the workforce and HR....................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is the strategic approach who practices recruiting, hiring,
deploying and internal management of the business. In other words, human resource is a
department who is responsible for providing their efficient and effective results to the company
and contributes in the growth and development of the organization. Electrical Network holdings
is a company delivering the services of commercial and domestic electricity distribution system
and infrastructure across the United Kingdom. It has been identified that ERH human resource
department needs to work on their duties to grow and develop the organization at successful
level (Chowdhury, Dey, Joel-Edgar and et.al., 2022). The report will illustrate the comparison
between the two models of HR and express that which model will be appropriate for the ENH.
Along with this, report will demonstrate how ENH can become more ethical and some ways to
improve the employee engagement between the workforce and HR department.
MAIN BODY
1.Comparing “McKinsey” model with Ulrich model of HR and stating which one is the best
suitable in today's workplace
Ulrich model
This model is widely used around the world by all the big companies and client oriented
companies to enhance the efficacy and efficiency of their HR departments. Ulrich's model help
the companies in organizing their responsibilities and roles of the HR departments, by actually
defining who is accountable and responsible for the tasks which contribute in the smooth
functioning of a company's business (Shakil, Hassan and Qureshi, 2019). This model was
established in 1995 by David Ulrich.
Ulrich's model is divided into 4 sections namely:
 Strategic partner
 Change agent
 Administrative expert
 Employee champion
Strategic partner: Strategic partner helps in managing the growth and development of a
workforce. They are engaged in first ascertaining the demands of the customers and then review
the processes and systems which might help in delivering the customers needs even more

efficiently. It is the strategic HR channel that is highly used in a business environment by the
internal members in order to communicate to the HR departments. With this, partners also
provide perks of partnering with the company and other quality experiences that others can avail.
Change agent: A change agent is engaged with going through the culture of the company and
coming up with different ideas of how to make it better, both in terms of professional and
personal perspectives (McMackin and Heffernan, 2021). After this, they then connect with the
line managers for leading and facilitating changes in order to turn the organization into a
healthier place for each and every individual. For example, as the environment of the business
world is all time fluctuating so to bring changes in the culture of an organization becomes
equally important as simply running the organization. So here, change agent refers to an HR duty
that is indulged in communicating the internal changes in a workplace. The changes are basically
accomplished by the training employees and are lead by the line managers.
Administrative expert: An administrative expert of the HR department does all the work
associated with the costs, management of people and the all over delivery of regular business
output. This generally results in effective functioning of both, the HR department and the
company as earlier the work of the HR was limited to checking the quality standards of the
services that were delivered but now it is completely engaged with delivering qualitative services
as the least costing possible.
Employee champion: The work of the employee champion is linked up with providing the
employees a sense of happiness and belonging in the company. The employee champion assures
the employees speak up at the work and feel respected and heard amongst the colleagues. It is an
HR duty to support the process of delivery and practicalities which ensure safeguarding. The
champions sometimes also come up with the surveys to identify the employees views and
perspective and measure their satisfaction. This creates a committed and competent workforce
which increase the productivity of the company.
McKinsey 7S model
McKinsey's model is a framework that is based on the organizational design of a
company. It is associated with depicting the question of change leaders managing organizational
changes effectively by strategizing the all over interactions between the 7 main elements namely:
structure, system, skill, strategy, style, shared values and staff (Masfi, Sukartini and Hidayat,