Comparison of Ulrich HR Model and McKinsey HR Model for ENH

This report compares the Ulrich HR Model and McKinsey HR Model for Electrical Network Holdings (ENH) and selects the best fit model for the workplace. It also suggests ways for ENH to become more ethical and improve employee engagement.

Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Compare the Ulrich HR Model of HRM with the ‘McKinsey’ HR Model. Select the best fit
model for the workplace.........................................................................................................1
How should ENH demonstrate becoming more ‘ethical’ as a company?..............................3
How would you propose to improve the employee engagement in the poor relationship which
appears to exist between HR and employees.........................................................................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Resource management refers to the practice of scheduling, preparing, planning and
allocation of technology, people and finances in order to carry out programs and projects. It
manages and develop effective and efficient resources of organisation so that they can achieve
their goals and targets without any difficulties (Adla and et.al., 2019). This report is based on
Electrical Network Holdings (ENH) which is headquartered in city of Wrexham. It is a FTSE
100 company deals in infrastructure and distribution of domestic and commercial electricity in
all over UK. This report will further include comparison between McKinsey HR model and
Ulrich HR model. It will analyse the best fit model according to the workplace. How can
organisation may become more ethical company will be included in this report. This will also
include how organisations can improve employee engagement. It will improve the operations as
it eliminates difficulties from different parts of HR and workforce.
MAIN BODY
Compare the Ulrich HR Model of HRM with the ‘McKinsey’ HR Model. Select the best fit
model for the workplace.
The Ulrich model was developed in 1995 by David Ulrich in order to organise different
functions of Human Resource. Organisations can distribute roles and responsibilities among
employees of HR department in appropriate manner with the help of this model. Accountability
and responsibility are defined in better manner according to the efficiencies and knowledge of
each and every individual so that smooth operations can be commenced (Agarwal, 2021). It
contributes in shifting of functional HR orientations towards the partnership organisations so that
operations become faster and more accurate. It increases flexibility and reduces complexity
which assist human resource department in maintaining proper decorum in an organisation. in
context to Electrical Network Holdings, they can use this model to equally distribute their
operations related to human resource. This is divided into four major sections which can be
discussed as follows:
Strategic partner: Strategic partner: This plays important role in managing the growth
and development of overall workforce of an organisation. It manages all the operations in
required a manner so that customer experiences can be improved. All the processes and systems
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are get reviewed by them so that they ensure final products and services could be delivered in
appropriate manner.
Administrative expert: All the important internal roles are focused by administrative
experts of an organisation. ENH can maintain functions related to the people overall delivery and
cost according to the requirements with the help of this section. It regulates day to day deliveries
of output which assist organisation in maintaining their sustainability.
Change agent: This section of model focus on overall culture of an organisation and
provide options for better alterations according to business requirements (Ansari, Farrukh and
Raza, 2021). They showcase their professional and personal perspective so that they can
maintain better working environment for all the employees. Change agent of ENH connect with
their line managers so that they can lead changes which makes organisation more beneficial for
everyone.
Employee Champion: This assist Employees in ensuring that they are respected at work
place and allows them to speak up for themselves. ENH safeguard the rights of employees so that
they can satisfy the requirements of their employees. The main aim of employee champion is to
make employees happier so that they can maintain their productivity.
McKinsey’s HR model
McKinsey’s 7s model is a tool which assist organisations in analysing their organisational
design. This model can improve the overall performance of an organisation so that they can
achieve the targets and goals. ENH can easily improve their procedures and assign activities in
different departments so that they can maintain better coordination among themselves. It includes
seven elements which are mentioned below:
Structure: It describes the Accountability relationships and chain of command of an
organisation. The way in which organisation or a business is organised is the structure which
should be maintained in appropriate manner.
Strategy: It is a business plan which helps organisation to develop their plan of action so
that they can gain competitive advantages (Batool and et.al., 2019). It includes all the values and
mission of company.
Systems: This element focus on technical infrastructure of business which assist employees
in carrying out operation with a particular chain of decision making.
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Skills: Workforce of an organisation should possess competencies and capabilities which
assist in achievement of objectives in effective manner.
Style: The way of interaction in an organisation between senior and junior is referred to
style. A particular code of conduct should be maintained so that decisions can be taken in
appropriate manner.
Staff: Human resource and talent management are classified under this element which are
responsible for different activities.
Shared values: It is base of every organisation which includes their values, mission and
objectives. This contributes in making effective organisational design.
It is analysed that HR model of Ulrich majorly focus on the internal factors of business so
that their customers get benefits out of it. On the other hand, McKinsey’s 7s framework assist
organisations in focusing on their strengths and weaknesses. Ulrich HR model provides quick
decision making opportunities to organisations and McKinsey’s takes some time to process the
internal and external factors in detail. In context to electrical network holdings Ulrich model is
best fit for their operations (Chaudhary, 2020). This model is appropriate for maintaining proper
decorum in an organisation by focusing on needs and wants of every employee. It assists HR
managers in developing core HR strategies so that they can transform the business environment
in positive manner. The performance of overall HR department can showcase their true potential
which is positive factor for improving the brand image of company. Ulrich model provides
opportunity in commencing smooth operations as it allocates and assign task and responsibilities
equally to all the members. This model clarifies all the operations which are important for an
organisation and improve effectiveness and efficiency of HR department so that they can satisfy
the requirements of employees as well as their customers.
How should ENH demonstrate becoming more ‘ethical’ as a company?
Being ethical is highly required in order to sustain for longer period of time in their
respective industry. ENH should Formulate decisions for their operations so that they can work
in more ethical manner. It attracts large number of customers on regular basis which results in
higher revenue generation. Some of the recommendations for ENH in order to make their
workplace more ethical are mentioned below:
Increase engagement with customers and employees: In order to make employees and
employers invested in code of practice it is important to involve themselves in an organisation.
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ENH should arrange different engagement sessions with their workforce so that they can update
them regarding their new policies. It develops the sense of being a part of the organisation which
improves their loyalty towards ethics.
Training of employees: Organisations can provide training and development solutions to
their employees regarding ethical code of conduct (Lin and Zhao, 2020). They have to provide
sessions regarding positive negative activities performed in an organisation which results in
negative outcomes. ENH have to formulate policies regarding the punishments for adherence of
code of conduct so that they can eliminate negative activities. Training inculcates values in
employees so that they can understand what should be followed and what practises should be
neglected.
Reward ethical behaviour: It is necessary to provide awards for the honesty and integrity
of employees so that they can feel valued in an organisation. ENH give rewards and benefits to
their employee who follow all the ethics code and code of practice is on regular basis in their
operations. It motivates other employees in behaving in same direction which results in positive
outcomes in context to developing organisational environment more ethical.
Learn from own mistakes: Employees should focus on their mistakes so that they can
understand where they are lacking in order to follow ethics. Mistakes can result in major
reputational damages of the brand image which takes lot of time to overcome the effects of
damages. ENH Can supervise the activities of their employees and implement code of practises
so that they can ensure uniformity in the operations of every employee.
Create a code: It is required to maintain consistent code of practice in an organisation so
that they can develop a particular set of values for their employees and customers (Oehlhorn and
et.al., 2020). ENH Focus on their sustainability and utilisation of available resources in effective
manner so that they can contribute positive efforts towards society. They want to cater the needs
of the customers by maintaining equal balance in profitability and environment which results in
positive outcomes.
Be an effective role model: It is important to set appropriate moral examples for employees
by their managers so that they carry out operations in desired manner. It is surveyed by chartered
management institute of UK that two third of total managers demanded to be promote operations
as ethical. Managers of ENH formulated decisions and prepared guidelines which is mandatory
to be followed by everyone along with themselves so that uniformity can be maintained.
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Convey the benefits of ethical code: Managers have to arrange meetings and sessions
which maintains proper consistency for code of practices. ENH prepare ethical codes which are
desirable, achievable and best suitable according to their business environment. Employees
should maintain proper flow of operations which serve the society without involving any
negative activity.
Move with the time: Society, customers and clients play important role in generating
revenues for an organisation. It is important to understand their requirements and needs so that
organisation can serve their demands in appropriate manner without any fail (Salas‐Vallina,
Alegre and López‐Cabrales, 2021). Maintaining healthy relations with the employees is equally
important and providing them fair wages and salaries in ethical manner should be involved for
maintaining code of practices. Corporate social responsibilities are followed by ENH so that they
can sustain for longer period of time in ethical manner without indulging themselves in any
negative and illegal activities.
How would you propose to improve the employee engagement in the poor relationship which
appears to exist between HR and employees.
Employee engagement is a concept of contributing efforts in order to describe and
understand quantitative and qualitative nature regards to the relationship between employees and
organisation. It is analysed that engaged employees contribute in providing appropriate success
to overall organisation. Organisations should focus on providing job satisfaction to their
employees by giving them different benefits and perks according to their requirements and
preferences. It is required to involve different motivating factors so that employees contribute
their positive efforts to words accomplishment of goals and targets (Soltis, Brass and Lepak,
2018). ENH should focus on involving their employees in decision making and planning
procedures which can boost their morale in required manner. It improves their productivity and
performance which results in maintaining better accuracy in operations so that they can provide
expected product and services to the customers. Managers and HR department of an organisation
should interact with their employees on regular basis so that they can effectively improve
employee engagement. There are various ways in which managers of ENH can improve their
employee engagement which are discussed as follows:
Listen to employees: It is important to pay attention to words the thoughts and ideas of
employees by taking their feedbacks and reviews. Managers of ENH should communicate with
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their employees so that they can understand their problems and queries which results in settle
down of problems. In this manner organisation can develop interest of their employees towards
operations and improves their loyalty which is highly beneficial for both of them. Maintaining
healthy relations with employees assist organisation in retaining their employees for longer
period of time. Interactions results in creating positive working environment which is beneficial
for commencing operations in required manner.
Give individual attention: Organisations have to monitor the performance of each and
every employee so that they can evaluate how to deal with particular employee for their better
engagement (Turker, 2018). ENH gives appreciation to their employees according to their
achievements so that they develop their habit of performing well at workplace. Rewards play
important role in encouraging employees for maintaining their efficiency which assist them in
achievement of their targets. Day to day evaluation of performance provide opportunity to
organisation in maintaining their loyal customer base.
Prioritise mental and physical health: Organisation have to contribute efforts in order to
improve the well-being of their employees by maintaining and prioritising both mental and
physical health (Zaid, Jaaron and Bon, 2018). ENH initiates wellness programmes so that they
can increase employee engagement. Workout classes are sponsored by organisation along with
different physical fitness activities so that all the employees can maintain healthy lifestyle. They
also organise meditation classes so that mental health can be maintained in appropriate manner
which encourages employees.
Foster innovation: It is important to alter the policies and strategies of an organisations on
regular basis so that employees can develop interest and eliminate boredom from their
operations. It assists employees in developing expertise and personal skills which results in
overall development of their personality (Zahra, 2021). Innovative projects are introduced by
ENH so that employees utilise their mind and ideas in creative manner. interesting projects intact
employees in an organisation for longer period of time in effective manner.
It is analysed that all these initiatives assist organisation in eliminating poor relationships
between HR and employees. ENH can effectively improves their relationship by maintaining
their work culture in a positive manner. It is required to give respect to all the employees so that
they can invest their time and efforts towards the achievement of goals and targets.
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CONCLUSION
From the above report it can be concluded that organisations have to schedule and allocate
their resources in appropriate manner so that they can commence their operations in effective
way. It promotes better utilisation of available resources and reduce wastage which is beneficial
for them. All the resources related to inventory, technology, financial, production resources,
natural resources and human resources should be managed and allocated in proper and required
manner. It is important to manage available resources so that it can maximise efficiencies of
overall organisation which results in achievement of objectives and goals. This report included
comparison between McKinsey’s HR model and Ulrich HR model. It is analysed which is the
best fit model for the work place so that organisation can achieve their goals. How can company
become more ethical is mentioned in this report with the help of different ways which are
suggested. Different ways are mentioned in this report in order to improve rate of employee
engagement so that it maintains healthy relationship between HR and work force.
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REFERENCES
Books and Journals
Adla and et.al., 2019. Human resource management and innovation in SMEs. Personnel
Review, 49(8), pp.1519-1535.
Agarwal, P., 2021. Shattered but smiling: Human resource management and the wellbeing of
hotel employees during COVID-19. International Journal of Hospitality
Management, 93, p.102765.
Ansari, N.Y., Farrukh, M. and Raza, A., 2021. Green human resource management and
employees pro‐environmental behaviours: Examining the underlying
mechanism. Corporate Social Responsibility and Environmental Management, 28(1),
pp.229-238.
Batool and et.al., 2019. Green is clean: the role of ICT in resource management. Environmental
Science and Pollution Research, 26(24), pp.25341-25358.
Chaudhary, R., 2020. Green human resource management and employee green behavior: an
empirical analysis. Corporate Social Responsibility and Environmental
Management, 27(2), pp.630-641.
Lin, M. and Zhao, Y., 2020. Artificial intelligence-empowered resource management for future
wireless communications: A survey. China Communications, 17(3), pp.58-77.
Oehlhorn and et.al., 2020. Human resource management and its impact on strategic business-IT
alignment: A literature review and avenues for future research. The Journal of Strategic
Information Systems, 29(4), p.101641.
Salas‐Vallina, A., Alegre, J. and López‐Cabrales, Á., 2021. The challenge of increasing
employees' well‐being and performance: How human resource management practices and
engaging leadership work together toward reaching this goal. Human Resource
Management, 60(3), pp.333-347.
Soltis, S.M., Brass, D.J. and Lepak, D.P., 2018. Social resource management: Integrating social
network theory and human resource management. Academy of Management
Annals, 12(2), pp.537-573.
Turker, D., 2018. Social Responsibility and Human Resource Management. In Managing Social
Responsibility (pp. 131-144). Springer, Cham.
Zahra, S.A., 2021. The resource-based view, resourcefulness, and resource management in
startup firms: A proposed research agenda. Journal of Management, 47(7), pp.1841-1860.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production, 204, pp.965-979.
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