Evaluation of HRM and HRD Practice at ADDAC

Running head: HUMAN RESOURCE MANAGMENT
Human Resource Management
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Table of Contents
1. Introduction............................................................................................................................3
2. Evaluation of the HRM and HRD practice at ADDAC.........................................................3
2.1 HR Champions Model......................................................................................................3
2.1.1 Employee Champion..................................................................................................4
2.1.2 Change Agent............................................................................................................5
2.1.3 Administrative Experts..............................................................................................6
2.1.4 Strategic Partner.........................................................................................................6
2.2 Three Legged Stool Model...............................................................................................6
2.3 Nine Key Characteristics of Strategic HRD in ADDAC (McCracken and Wallace
model).....................................................................................................................................7
2.4 Soft Model of HRM..........................................................................................................8
2.5 Characteristics of ‘best practice’ HRM – Pfeffer Model................................................10
3. SWOT analysis of the HRM and HRD approaches in ADDAC..........................................10
Strengths...........................................................................................................................10
Weaknesses.......................................................................................................................11
Opportunities....................................................................................................................11
Threats..............................................................................................................................11
4. Conclusions and Recommendations....................................................................................12
Reference List..........................................................................................................................15

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1. Introduction
The key policies, people strategies as well as the code of conduct that are related to
the HRM and HRD practice at the ADDAC have been analysed and evaluated in this report.
In order to substantiate the evaluation, popular HRD and HRM theories like HR Champions
Model, Business Partner Model and others have been utilised. In conclusion, strategic
recommendations for the development of the HRM and HRD practices have been provided
also. The Business Partner Model proposed by David Ulrich, that have is followed by the
organisation. A detailed analysis of the HR strategy have been conducted in order to identify
the change requirements and the change agents, HR administration issues and the learning
and development of HR strategies in ADDAC. The management of ADDAC also proposes
that the organisation wants to promote an internal culture that is inclusive, binding and
ensures fair and equal treatment towards the employees. HR communication strategies and
theories have also been utilised in the project for identification of the rate of success of these
applied parameters. Competitive retendering have been a constant issue for the company.
This implies that while negotiating contracts, the management needed to be conductively lean
with the human input of the organisation that is most cost incurring asset. As a response the
organisation has shifted their HRM and HRD strategy from management towards proactive
management. In this report, a thorough analysis of the reasons for depreciation of the end
outcome of the new and implied strategies have been conducted.
2. Evaluation of the HRM and HRD practice at ADDAC
2.1 HR Champions Model