Strategies for Employee Engagement and Ethical Responsibility in Human Resource Management at ENH

Human resource Management

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Q1. The Ulrich HR model and McKinsey model as well as which one is best for any
organization..................................................................................................................................3
Q2. ENH become more ethical as a company.............................................................................6
Q3. Describing strategies for employee engagement in the poor relationship between
workforce and HR:.......................................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is one of the most important pillar of every business
organization provide support to almost every business operation, this department have their own
area of expertise allowing firm to ensure continuous growth and stability. This study is based on
Electrical Network Holding (ENH), this company employ more than 50000 people and
effectively manage their needs and performance with HR strategies (Stone, Cox and Gavin,
2020). This report will discuss and compare Ulrich HR model of HRM and McKinsey HR
model. Later this report will discuss ENH process of becoming an ethical company. At last, this
report will discuss improve employee engagement to manage poor relationship of workforce
with HR.
MAIN BODY
Q1. The Ulrich HR model and McKinsey model as well as which one is best for any organization
Ulrich model
Ulrich model is HR model is generally developed by the David Ulrich in the year 1995.
The main aims of the model is to organize the human resource functions in to 4
compartmentalized segments (Sarvaiya, Arrowsmith, and Eweje, 2021). The Ulrich posits that
generally HR professionals roles that should be redefined to match the modern business
organization competitive challenges. The model advocates for movement from functional human
resources orientation to partnership organization in the HRM function. Generally, this shift may
result in more responsible as well as flexible human resources department that allow HR to turn
as genuine business partners. The basic principle of this model is:
 Measure HR structured
 Understand how HR allows competitive advantage for a business
 Develop an better HR structure that generally delivers value
 to design role for the human resources
According to the model there are four roles of the HR professional that must play in a company:
Strategic partner:
They focus on the aligning HR activities as well as initiatives with the global strategy.
Here the partners are aligns strategies with firm results while fostering a system that particularly
focuses on customers. The strategic HR is normally channel that internal members of the
company mainly used to communicate with their HR departments. In this the partners provides