HR Case Study: Comparison of HR Models, Ethical Practices, and Employee Engagement

This case study compares the Ulrich HR model with the McKinsey HR model, suggests ways for ENH to become more ethical, and proposes methods to improve employee engagement. It also discusses the importance of HR management in organizations.

Case Study

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
Question 1: Comparison of the Ulrich HR model of HRM with the ''Mckinsey” HR Model. 1
Question 2 : How should ENH demonstrate becoming more ‘ethical’ as a company?.........3
Question 3 : How would you propose to improve the employee engagement in the poor
relationship which appears to exist between HR and parts of the work force ......................6
CONCLUSION................................................................................................................................7
REFERENCES ...............................................................................................................................9

INTRODUCTION
Human Resource management is basically considered to be the approach to the efficient
and effective management of individuals in a organization such that they help the company in
gaining a competitive advantage. It is designed to maximize the employee performance in the
service of an employer's strategic objectives. Also the entire process of human resource
management basically comprises of the practice of deploying, recruiting, managing and hiring
the employees of the organization. The report is basically on the case study of the organization
“Electrical Network Holdings” which is a FTSE100 organization responsible for the domestic
and commercial electricity distribution and infrastructure across the UK. The present report
comprises of the comparison between the Ulrich HR Model of HRM with the “McKinsey” HR
model. Also it comprises of different methods and ways through which the organization could
demonstrate in becoming more ethical as a organization. In addition to that, it helps in improving
the employee engagement in the poor relationship that appears to exist between the different
parts of the HR and Workforce.
MAIN BODY
Question 1: Comparison of the Ulrich HR model of HRM with the ''Mckinsey” HR Model.
The Ulrich model is basically described as the HR model developed by David Ulrich in
the year 1995. This model basically aims to organize the different human resource functions into
four compartmentalized segments. This HRM model basically posits that the human resource
professionals roles should be redefined in order to meet the modern business competitive
challenges. This model basically represents a paradigm shit in the human resource function. Such
type of model is generally well suited to complex and large companies with multiple business
units. This model generally defines four key roles that the HR must play in a company which
involves the following:
Strategic Partner( Strategic HR): These basically involve aligning and developing the key
strategies with the fosters systems and business results thinking with a focus on the customers.
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Change Agent(Change and Transformation): It generally comprises of deep understanding
about the organizational culture. In reference to change agent, he or she generally
institutionalizes the capacity for the change. Primarily, it is enabled by the assisting line
managers and training individuals as they lead change initiatives(Gigauri, 2020).
Administrative expert( HR Service Delivery): These are basically tasked with creation of the HR
process that are both efficient and effective. They must be tailored to the needs of the individuals
of the company without cost overruns.
Employee Champion: It is considered to be very significant for the Human Resources. In case of
employee advocate, they know what employees need. The employee advocate is able to take care
about the interest of the employees and how to protect them during the change process in the
company (Oehlhorn and et.al, 2020).
McKinsey” HR Model : It is basically an organizational tool that basically assesses the future
success and well being of the organization. It basically comprises of seven internal factors of the
company as means of determining whether a organization has the structural support to be
successful. It basically comprises of 7 Factors which includes Strategy, Structure, Systems,
Shared values, style, staff and skills.
With reference to HR model of David Ulrich, it generally brings various benefits to the
organization as it is basically a more driven model by the business and the internal voice of the
customer and HR spends less time on its internal process. It basically offers quick response to the
changed conditions and need of the management whereas the McKinsey 7S framework allows
the companies to analyse their weaknesses and strengths. In case of Ulrich Model, it offers
proactive approach towards its external and internal clients whereas the McKinsey 7s model
supports in measuring the weakness and strengths as compared to their competitors. When it
comes to Ulrich Model, it generally neglects the areas with commercial potential where the
McKinsey 7s model does not explains the concept of performance explicitly and effectiveness of
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organization. The Ulrich model basically failed to look beyond the basic efficiency savings
whereas the 7s model ignores the external environment and its importance.
In context to organizations and workplaces, the Ulrich model is considered to be the best
fit for the large organizations like Electrical Network Holdings. This model is generally used by
all the organizations of different sizes. For example, in case of organizations the concept of
outsourcing busy work to tools are more suitable to the purpose. It also allows the HR leaders to
make Core HR as easy as possible so that the managers can become more true strategic partners
and also transforming HR departments (Agarwal, 2021). This model also allows the companies
to optimize their HR performance and unleash the true potential of the workforces through
improving diligently, improving HR and consistently for the company's good. Also the Ulrich's
model helps in organizing the responsibilities and roles across HR departments defining who is
accountable or responsible for the key tasks that basically contributes in the smooth running of
business operations. The model is designed for the purpose to streamline the different ways of
working and ensuring the team member highly clear about the responsibilities and roles. In
addition to that, this model helps in providing clarity of focus that greatly helps in improving the
HR Departments efficiency which also helps in improving the customer experience.
Question 2 : How should ENH demonstrate becoming more ‘ethical’ as a company?
In context to Organization such as ENH, ethics plays a very important role in the
companies. With the support of strong work ethics, it makes good business sense because
individuals wants to work for the organization which they are extremely proud of. Also when it
comes to customers, they are likely to choose organizations which can showcase how they
behave ethically(Ansari, Farrukh and Raza, 2021).
In reference to organizations such as ENH, below are few of the suggestions for creating a more
ethical workplace:
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Creating a code: For the companies, it is very important for the companies to identify a set of
values that helps in guiding how the employees work together and engage with the society and
customers.
Engaging with the customers or employees: When a Ethics Code or Code of Practice is
developed, it is very important to involve the colleagues while developing them. When updating
policies or creating policies, it is very important to carry out engagement sessions with the
colleagues so that they can feel a part of the values and vision of the company.
Reinforcing the code's benefits: In organizations, Ethical code or strong code of practice is
really important. For employees, there is no point of encouraging the workforce for the purpose
to reach difficult targets if it involves compromising their integrity in any way(Liu, Qingqing and
Liu, 2021).
Being a good role model: For every organization, it is very important for the directors, associates
and governors to follow a sound ethical behaviour. It is very significant for the employee to lead
by example.
Provide Training to employees: In context to organizations, having a reputation as an ethical
supplier or employer can be considered to be a great marketing tool when attracting the
customers or being an employer of choice. For example, ENH helps in ensuring any waste from
your business is recycled in an appropriate manner.
Rewarding ethical behaviour: When the actions of the employees are held in high esteem, they
are more likely to act with value honesty and act with integrity. The best method of promoting
the value is to follow the company's Ethics code or code of practice and rewarding those who do
it well.
Learning from the mistakes: In context to organizations, the value of the ethics is often
understood or realised until something goes wrong which basically results in damaging the
reputation of the company which can take years to overcome or repair. During such situations, it
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is very important to amend Ethics Policy or Code of Practice and also ensuring everyone is on
board with new working ways.
Reporting Unethical Behaviour: With reference to ENH, an honest culture in any company will
be tough to manage if the employee do not have a private or easy manner to report any unethical
behaviour. In organizations, it is very important to have an easy way for the individuals to report
their concerns with full confidence without the fear of retaliation. It is very important to ensure
that there are individuals within the company who are highly trained to investigate any kind of
complaints (Macke and Genari, 2019).
Move with the times: For any organizations which includes the clients, customers society play a
really important role in running the business operations. All these people guide the organization
what they basically want in a ethical way such as fair wages, friendly policies and much more.
Also there are various factors which helps the company in improving the ethical standards with
the help of corporate social responsibility, environmentalism and working with sustainable
resources in order to protect privacy in the digital world and battling with the cybercrimes. With
context to ENH, it is very important that the Code of Conduct or ethics policies need to reflect
the ever changing world we live in. Also, it should be very inspiring rather than becoming a issue
or hindrance as it ultimately makes the organization or the workplace a better place.
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Question 3 : How would you propose to improve the employee engagement in the poor
relationship which appears to exist between HR and parts of the work force
Employee Engagement basically describes the level of dedication or enthusiasm a worker
or employee basically feels towards their job. The concept of employee engagement is highly
critical when it comes to success of the company, boosting the morale of employees and
providing job satisfaction. Engaged employees are more likely to perform high and becoming
more productive. At the organisational level, employee engagement plays a very significant role
in order to have the effective results as well. For improving the employee engagement, leaders
have to take the responsibility for it and communicate the powerful vision for the organisation.
The organisation can also work on the developing and hiring managers which are
invested into emotional terms within the organisation's vision and mission. Organisation also
provide the resources in order to build the great teams with the right kind of people in the right
roles. In context to Electrical Network Holdings, it is very important that to focus on this
parameter that employees have proper clarity about the vision of the organisation(Chandni and
Rahman., 2020). The organisation can take initiative in such a manner that they can arrange
some fun activities and gaming activities due to which they can make the bond more stronger
and effective as well. In context to Electrical Network Holdings, they can also boost the
relationship through serving others. Projects which are service based act as another opportunity
in order to help workers to cultivate the closer relationships. They basically fulfil the basic or
central need of the employees by finding the purpose through work. It is also the best way to
boost the relationship with the department of human resource and make the employees
significant in terms of their performance. They also improve the employee engagement through
giving the individual attention and also can provide training and coaching as well (Marrucci,
Daddi and Iraldo, 2021).
For maintaining good relationship between HR and work force they listen to employees
into appropriate manner through which they can resolve their issues on the fast pace manner with
the right kind of approach. There is a simple way to help employees into effective manner that
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they care more about their work place and to foster the closer connections to colleagues. Within
the workplace where teams are very important then healthy personal relationships are the main
ingredient for it. On the virtual basis, there is no end to the types of events there is no end of the
types of events that HR can sponsor for it so its important to consider it into serious
form(Matthews., 2018). It has been observed at the organisational level of Electrical Network
Holdings that rewards and recognition is the best way to improve engagement of employees into
positive manner.
They can take initiative through giving bonuses, vouchers and gifts due to which they
can satisfy their employees and make them feel important that they are important asset of the
company(Chaudhary, 2020). One of the most important drivers of employee engagement
basically comprises of ensuring that the employees have all the tools they need to succeed in
their roles. In context to Electrical Network Holdings, it is very important to create a culture that
fosters continuous development. When it comes to engaged workers, it is very important to feel
emotionally invested in their jobs. The best method to support employees care more about the
company is to basically foster the closer connections to colleagues. In reference to workplace
when teams are increasingly important, personal relationship are considered to be the key
ingredient. Service projects are another important opportunity that basically help the workers
cultivate closer relationships.
These are the ways through which poor relationship between HR and the parts of the
work force can be improved into positive manner. So in this manner, poor relationship can be
enhanced with the right kind of approach.
CONCLUSION
From the above report, it can be concluded that Human Resource management plays a
very important role in the company. Also the report helps in deep understanding about the
difference between the McKinsey HR Model with Ulrich HR Model. It also helps in better
knowledge about the demonstration of becoming more ethical as a organization. In addition to
that, the entire report describes how effective the organization is when it comes to improving the
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employee engagement in the poor relationship that basically appears to exist among the parts of
the HR and workforce.
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REFERENCES
Books and Journals
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.
Bratton, J., Gold, J., Bratton, A. and Steele, L., 2021. Human resource management. Bloomsbury
Publishing.
Chandni, S. and Rahman, Z., 2020. Customer engagement and employee engagement:
Systematic review and future directions. The Service Industries Journal, 40(13-14),
pp.932-959.
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.
Gigauri, I., 2020. Influence of Covid-19 crisis on human resource management and companies’
response: the expert study. International Journal of Management Science and Business
Administration, 6(6), pp.15-24.
Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform
based on FPGA and data mining. Microprocessors and Microsystems, 80, p.103330.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Marrucci, L., Daddi, T. and Iraldo, F., 2021. The contribution of green human resource
management to the circular economy and performance of environmental certified
organisations. Journal of Cleaner Production, 319, p.128859.
Matthews, G., 2018. Employee engagement: what’s your strategy?. Strategic HR Review.
Oehlhorn, C.E., Maier, C., Laumer, S. and Weitzel, T., 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.
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