Comparison of Ulrich HR Model and McKinsey HR Model for ENH

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
1

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.
2