Strategic Role of HR in Organizations

This assignment delves into the evolving strategic role of human resources (HR) within organizations. It examines the key HR competencies required for success in today's business environment, including those outlined by models like Ulrich's. The impact of enabling HR practices on employee outcomes is also explored, drawing upon research and real-world examples. Additionally, the assignment investigates the influence of corporate social responsibility (CSR) on HR strategy and its perceived benefits for stakeholders. Students are encouraged to critically analyze current trends in HR and their implications for organizational effectiveness.

Running head: HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
Table of Contents
1. HR role and the Ulrich model......................................................................................................2
A. Influence of strategy, role function and structure of modern HR practice.............................2
B. Responsible organization objectives for HR...........................................................................2
C. Ulrich Model...........................................................................................................................3
D. Major argument in Ulrich Model............................................................................................4
2. Evaluating HR Activities.............................................................................................................5
A. Developing measure of effective activity of HR....................................................................5
Employee Engagement................................................................................................................5
Employee Relation and Communication.....................................................................................5
Rewards, promotions and Development......................................................................................6
C. Change Management...................................................................................................................8
A. Introduction.............................................................................................................................8
B. Key stages of change initiative...............................................................................................8
C. HR role and contribution.......................................................................................................10
D. Factual objective and unsupported arguments......................................................................11
E. Conclusion and Recommendation.........................................................................................11
D. Business Ethics.........................................................................................................................13
A. Ethics in Business.................................................................................................................13

2HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
B. Main challenges for HR professionals to enhance ethical approach....................................14
C. Mitigation of challenges and more ethical approach to business decisions..........................14
References......................................................................................................................................16

3HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
1. HR role and the Ulrich model
A. Influence of strategy, role function and structure of modern HR practice
Human resource plays a significant role in the modern organization. The innovation and
talent development process with an increased level of performance from employees is the key
productive development that starts with Human Resource management team. Employees
performance and enhance market position of the company is the prime consideration for HR
department.
The prime role of HR department is to recruit efficient employees who will generate
better production in the organization. Training and development for a new proposed project are
delivered by HR team and that is the reason better performance from employee can be drawn.
Training is an important part that organized by Human Resource team and they provide
important training material to employees so that employees get accustomed to the system (Nadiv
et al. 2017). Maintain data about salary plans and appraisal system or performance development
of employees is their prime overview sections. HR team is eligible to provide better
communication with employees and job seekers. Though communication HR team can judge
employees’ mental feeling and also they have a good view of potential performance acceleration
of that employee (Ulrich et al. 2015). Talent management works on strategic planning to
develop the structure of organization and provide better outcome in their business market.
B. Responsible organization objectives for HR
Organization objectives help the company to extend their market reach through setting
their mission and vision and work in the right direction. The better productivity and business
market extension is the key motive for organization and through the HR management,
organization can lead this process. An effective recruitment process is the most important section
for that reason and strategic innovation like proper employee safety or secure environment for
work all these are key aspect to motivate employees to join the company (Saleh, Yaacob and bin
Rosli 2015). HR department takes the initiative and set those strategic objectives for
accumulating efficient people for the development of the company. Global management practice

4HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
and creating open space for employees is the leading responsibilities for HR and they are doing
their role in an effective manner for the sustainable development of organization. HR department
has consolidated the succession planning for employees and train employees for their higher
level of production (Cohen 2015). Workforce mobility and cross-training procedure within the
job progression is the right way to maintain the work ration in both ways.
In service companies like Google has wider operation process and one of the biggest
multinational companies in the world. Their HR operational strategy is certainly different from
other companies. The key aspect of their company is to provide employees motivation and this
reason employees are not intending to leave the company. A better retention policy has been
introduced by Google and they find out efficient people and provide them utmost facilities so
that employees building up their trust believe over Google.
C. Ulrich Model
Ulrich Model is generally used for human resource functions and the model suggested
some key function for large-scale business and their HR functions. The model has four segments
and all those segments are focusing on the strategic focus which will provide some outcome in
future. The model has four dimensions as well and dimensions are approaching towards strategic
focus, procedures, day-to-day operational process and peopleLo, Macky and Pio 2015). There
are four sections as well. The strategic partner in a business helps in process and states some
future focus on the better HR maintenance policy. On the other hand Change in agent always
finding benefit for people and tried to implement certain strategies which will meet in near
future. Employee champion is a motivating policy that organization needs to impose in their
daily operation process. The reason behind this kind of program is to deliver better quality in
production and make communal understanding with people. HR department sometimes takes
responsibilities from administrative department and process day to day operation (Ulrich 2014).
The key initiative of Ulrich model is to develop the basic understanding of HR practices and
integrate the possible technologies in organization so that better employment relation can be
sustained.

5HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
D. Major argument in Ulrich Model
The major argument in Ulrich model is difference between HR professional approach and
implementation of that approach in organization. The basic understanding of this model is
impacted by the Human Resources structure and attempt to make it complex. Rather a simple
formation of process and extract simple solution is the key understanding of human resource
management system. Ulrich model is the blueprint of HR functions and there are common
misconceptions about the model like business partner, outsourcing and service centre related
facts. The model also impacted the dismantle situation of balance transaction and customer
experience and many HR practitioners are not understanding the value that Ulrich has evolved
(Brown et al. 2017). Many companies tried to implement the strategy but the need for the
strategy is not coming out and that impacted over the recruitment, selection process and effective
work culture. In case of providing education and training to employees, Ulrich model has stated
a particular process to deal with but most of the case this process is not followed. The important
key approaches like modification, change management and sense of HR are the significant
change that can provide organizational edge and started a perfect system for organization
(Cowan and Fox 2015). The fundamental struggle and evident practices are the important issues
for managing the workplace and the HR opportunities are important in this section to consolidate
the process.

6HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
2. Evaluating HR Activities
A. Developing measure of effective activity of HR
Office Support Excellence is an ambitious company that tries to expand their business in
external market. The processes are not very easy for them as 125 employees are the total strength
of the company. The company procedure needs to be dynamic so that better management and
possibilities can be gained. In case of better management opportunities will also enhance for
employees. In these kinds of organization, HR team needs to take more responsibilities to
overcome the situation by recruiting better people in their production.
Employee Engagement
HR will take care of employee engagement and for that reason improves productivity in
employees can be sustained in the organization. There are certain minimum qualifications that
job seekers need to have before cracking. Then only they can get engaged with the company. In
case of low productivity, HR can motivate employees by providing them better opportunities and
rewards. Provide extra support to employees’ by backing them up or provide relaxation hour for
doing work in long period of time (Ulrich and Dulebohn 2015). These are the engagement
scenario that organization can impose in their section through HR so that Office Support
Excellence can flow their business in external market. Human resource team has to take training
process for employees. There are some new prospects, new innovative procedures implemented
in organization and that is the reason training procedures is important. Office Support Excellence
provides training procedures and activities for every staff members so that employees can get to
know about new innovations and try to accustom with that process.
Employee Relation and Communication
Human resource team needs to interact with employees and job seekers and understand
their problem to provide a valuable solution from their end. Communication is the best way to
understand the situation of employees and their feeling about innovation, changes or the
modernize work culture (Kuvaas, Dysvik and Buch 2014). Even, most of the employees are from

7HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
diverse sources and backgrounds, so tracking them in a right channel at in right dimension is the
best way to manage employee relation. Employee relationship can be regained by the work-life
balance program. Employees need their workplace environment safe and secure; Human
resource department provides that security and safety to their employees for their better
retention. In case of Office Support Excellence, their organizational structure may not be so
strong like other big companies but the improvement dimension of the organization is very
steady. A top ranking company is opening near this company, so the concerned problem for this
small company is to retain their workforce. Office Support Excellence has better project
opportunities and being a small team or employee team bonding is quite clear in this situation.
Thus HR needs to utilize this approach to make a team bonding by providing different activities
and work culture.
Rewards, promotions and Development
The third strategy that Office Support Excellence may introduce in their organization is
the eligible promotion of their employees. The organization has an annual appraisal and this
appraisal is levelling up the designation of an employee and provides extra monetary facility as
well. However, the management of this company needs to implement extra monetary facility as
loyalty bonus, which is only applicable for those employees’ who have completed their 6 years
in this organization and a lump sum amount will be presented from the company (Adu-Gyamfi
2015). 10% of salary enhancement and other facilities like mobile bill, transport allowances all
these will be provided by company and all these facilities will be provided to those loyal
employees. Promotion, potential excellence and employee communication can create a better
bonding with employees and that showcases over the production deliverance of company.
Retention of employees and workplace stability is the concern matter for Office Support
Excellence as the new top rank company has formed near this company. Employees,
effectiveness and activity are depending on the organizational amenities that provided the
company. Better training and workshop will be given by Office Support Excellence’s employees
so that they will not think about any change (Alipour, Tabari and Azad 2016). Proper appraisal,
promotion, timing, environment and managerial behaviour are so important that can change
productivity of the organization. Recruitment policies need to be improved and that certainly
accumulate more effective people to come and support the system for the enhancement of

8HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
production. Extra money is allocated in the workplace for the innovation purpose and this money
will also owe for the employee's hike and promotions. In case of better support in Office Support
Excellence, a support management team will handle any situation or HR will maintain the entire
system for employees' retention. The company does not want to lose their employees as the work
process, culture and systematic operation management are known to those employees but if they
going for better companies then asset of Office Support Excellence will struggle and this is not at
all expected by this company (Stroeva et al. 2015). So HR strategic policies and well-spent
money will embrace the situation of Office Support Excellence and that will intact their
employees as well as help in better production.

9HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
C. Change Management
A. Introduction
Change management is a chain of activities that leaders follow for the individual
transition to ensure better productivity in future. The project meets the intended outcomes and it
drives towards the individual conversion approach. The organization move is not considered as
change management, rather employees' of an organization need to change their behavioural
approach and prepare or equip better results from the adopt changes. There are three levels of
changes in Individual change management, Organizational change management, Enterprise
change management capability. All these changes embrace the reflection and make successful
way of new easy in working and deliver expected results (Hayes 2014). The natural
physiological reaction of human being and their acceptance of change management is the key
determinant of individual change management. On the other hand, organizational change is not
imposed on individual rather it identifies better changes in groups. At the initial level, that group
of people identifies the change management strategies in organization and then customise plan
for the implementation of those strategies. At the last level, company is trying to adopt new
changes in a quick or effective way and those market changes are embracing as the enterprising
change management capability.
B. Key stages of change initiative
The key stages of change management drive into individual transition and produce better
level of intended outcomes. In this scenario, the key elements in change management are
sectioning into three stages so that better outcomes can be drawn from the process.
Preparing for change is the first change management element that defines the better
management strategy and prepares a management team for developing the sponsorship model.
Managing change is the next key stage that develops the changing plans and takes legitimate
implementation in organization (Doppelt 2017). Reinforcing change is the last stage that
analysis all those feedbacks and try to diagnose all possible limitation and gaps to manage more
intact change in management.

10HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
Change management model also signifies the possible change in management. Individual
change and innovation in leadership can be seen in that model or strategies. Kotter’s 8-step
change model state the possible changes in management for every individual.
Figure 1: Kotter's Change Model
(Source: Created by Author)
Create urgency is the first stage of change model and the urgency is created by the
organization for their initial change in development. Increased competition brings changes in
management and this developing scenario is important for better thinking and implementation.
Organization leaders have to make a powerful coalition to reach their vision and mission of the
company (Cameron and Green 2015). Team bonding and political, social influence in team may
change the momentum of that team and this emotional attachment is needed for the development
of strategic change. Communication is important for achieving the vision of the company.
Employees’ togetherness and problem-solving system are important in this scenario to transform
new mission and implement mission by the effective use of innovations. Remove obstacle in
change management process and build the level of understanding in workplace is the most
CreateUrgencyPowerfulCoalitionChnageVisionCommunciationRemoteObstaclesShorttermwinsBuildChangeChangeinCorporateCulture

11HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
important section of executing the vision (Kuipers et al. 2014). Leaders need to motivate
employees to short-term goals. These short-term goals accumulate in a big success when
negative thinking is mitigated and the target has been set in a suitable way. Change in building
the organizational infrastructure is important for the long-term run and this change can bring
more opportunity to improve the system in a right way. Corporate culture is important aspect to
change the value of system and hiring new staffs and provide them training for better outcomes.
In case of XYZ Company the radical change in their company may face some hard challenges for
employees but in most of the cases, cultural enhancement and innovative decision making
provide a positive outcome in future.
C. HR role and contribution
In case of XYZ Company, Human resource team needs to take greater initiative to change
the organizational dimension and implement planning to change strategic decisions. HR
department of the company needs to adopt open source change and the reason behind the
change to execute more planning in organization and putting strategy so that better outcomes can
be drawn. HR needs to make change in the flow or management work, in case of any salary
related issue, of leave related issue, or major production related issue the department needs to
take better initiative so that slow progression of managerial work gets some boost and HR also
putting their valuable understanding over this process (Lewis, Passmore and Cantore 2016). HR
team needs to evolve talented employees and provide them all kinds of support, training and
execute their knowledge in a better way (Goetsch and Davis 2014). Creating cultural platform
for employees and manage any diverse situation by the implementation of CIPD diploma course
is the main contributed form of business understanding. Monitoring over employees for the
better production is the responsibility of HR and they take the added initiative to monitor over
employees and also help them by providing extra training and workshop (Ceptureanu 2015).
Staff turnover rates must need to be decreased by the company and that initiative also taken by
the HR department. Employees’ retention is a huge a factor and better financial structure,
environment and supportive mentality are needed for that aspect. In case of XYZ Company, the
employee retention must be strong so that the company can think over change management.

12HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
D. Factual objective and unsupported arguments
Human resource Management Competency model is a research-based category for HR
professionals and the model related to change and agility in organization. The behaviour of HR
department is the prime consideration of an organization. In XYZ Company, the professional
viewpoint is quite clear as the organization try to gain better revenue from market and lining the
production of the development of organization. For an example, the company needs to follow the
model all possible aspect of better human resource management has been discussed. Relationship
management is the key argumentation as maintaining relation between employees and
management is one of the tough jobs that human resource team has to make a bridge between
them. Critical evaluation of facts and maintaining proper communication with employees and
management is the key fat that mitigates different level of misunderstanding and complex
situation (Matos Marques Simoes and Esposito 2014). HR department provides consultation to
employees as most of the employees are not happy with their monotonous work culture or even
in promotion or position in the company, in that situation better involvement of HR department
is needed so that an effective consequence can be drawn through this system. Leadership is an
important aspect of navigating business in a right way. Therefore, leaders' initiation is important
in this aspect to enhance the possible changes in organization. Argumentation is followed in
different issues like revenue management, business extension recruitment, training, workshop,
process actualization, timing, allocation, quality, adaptability and policies and programs are the
effective concerns for an organization. Better management in XYZ Company is required to
implement change management and to get better consequences from that.
E. Conclusion and Recommendation
All possible changes in organization due to change management are actually changing the
approach and mind-set of every individual and evaluate their position for better outcome. There
are certain strategies in change management but all those management qualities are not easily
adopted by employees. In that case, some recommendations like monitoring employees motivate
them for better work progress, production improvement and added monetary issues to employees
and promote them as per their work culture and progression, are the most important
recommendation for XYZ Company.

13HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
Therefore, from the above findings, it can be concluded that change management is
important for ambitious innovation in organization and to produce better result from those
changes. Added opportunities and staff retention need to be a special mention in that case so that
better management facilities will be acclaimed by the organization.

14HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
D. Business Ethics
A. Ethics in Business
Business ethics is the accumulation of core values through which the business flow in
competitive business market. This is the most important thing in business to generate
responsibility and commitment to employees. Human Research department provides enough
opportunity to employees so that they can remain in the organization and produce more ways to
develop the company. Quality and reliability are also considered as business ethics and all kind
of employees, stakeholders and internal and external factors are related to this ethics. Business
activities, including labour law, working hour, payment related issues, social culture,
professional practice all these are significant in business ethics and organization has to follow
their code of ethics so that business acceleration can place in a right way. Political philosophy,
economics,psychology, law, and publicpolicy all these are ethicists' nature of organization that
impacted the business in a legitimate form of employees and their existing customers. Corporate
moral responsibility is another ethical structure that related to decision-making system and
provides better chances to employees so that better responses from the business outcome can be
gained (Crane and Matten 2016). The moral responsibilities help organization progress and
deliver better acceptance in business. Stakeholders maintenance and provide them enough
opportunities in the principle of business ethics. In that case, corporate security maintenance
stakeholders' theory and incorporation professional ground are important in this section. Human
resource department needs to take care of employees' diversity and equality. In an organization,
work-life balance is an important issue for employee to maintain their mental stability in
workplace.
Conducting a business and flow the business in an ethical manner is a social
responsibility of Corporate Social Responsibility Policy. This is the prime initiation that most of
the CSR has taken in their company and they also generated innovative projects so that
community balance can be maintained (Trevino and Nelson 2016). CSR also works in the
external market to interact with people and try to motivate them in sake of the company so that
people can take their interest for the company and the field of social responsibilities will
increase. Highest standard of integrity and corporate practice is maintained by the business

15HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
CSR's and this is formulated in such ways that operational excellence and technological system
enhancement improve the consequences of that project (Turker 2015). Stakeholder relation and
community management is the prime task that CSR has to do for better reach in market.
B. Main challenges for HR professionals to enhance ethical approach
There are some major ethical issues in HR policies and these come as organization
challenge. Employee sustainability is the first ethical challenge the HR has to face as there are
multiple scopes for employees and they have to change their workplace. Another challenge is
Cash and compensation plans. Most of the monetary sections are handled by HR department
and all these sections provide better employee satisfaction. Performance appraisal conducted
by HR department and this process enhanced the possibility of employees retention and produce
better revenue from the organization (Amran et al. 2015). The privacy issue is another ethical
approach as well as challenge for HR team as they have to maintain the privacy of employees so
that no diverse situation can create. Employment issue like joining, appraisal, salary, leave
approval all these possible aspects are formulated by HR and this responsibility also taken by
them (Weiss 2014). Employees’ safety and security in the workplace and provide them a racist
free, community balanced organization infrastructure is one of the prime functions for them.
Restructuring and layoff in business formulation or maintain any new innovation is under the
responsibility of HR. These are some of the challenges that may face by an HR in an
organization. They have to take those challenge for obvious and do their needful over that so that
organizational balance can sustain (Hoffman, Frederick and Schwartz 2014). HR is not allowed
discriminate among employee, as this is against the ethics of organization. Rather they can take
some extra workshop or training so that management can be more productive and produce more
revenue.
C. Mitigation of challenges and more ethical approach to business decisions
Effective ethical approaches are needed for mitigation of challenges for HR. HR has to
face all these organizational problems and all these kinds of responsibilities are providing the
professional approach to employees. Professional development also enhanced by this process and
all employment issues are handled by them in certain effective ways. Innovative processes are
followed by HR to implement CCTV or technological tools to monitoring over employees.

16HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
Ethical leadership is important for employees that provided by HR department as they have to
make decisions for the organization's stability (Boulouta and Pitelis 2014). Company policies
need to be in an ethical way so that workplace balance and behaviour of employees with
managers will go strong. The fair change in organization strategy needs to be implemented so
that organizational atmosphere and interest in work can sustain. Confidential information needs
to be systemized in some portal, and through this portal HR department can maintain a track of
employees (Lee, Kim and Kim 2018). All these possible mitigating factors that HR department
of an organization needs to take so that better production and employees' sustainability will
increase in number. Human resource team is responsible for all these kind of works that deliver
their attitude towards employees and that perhaps showcases through their attitudes and
expressions.

17HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
References
Adu-Gyamfi, L., 2015. Evaluating the impact of outsourcing on organisational
profitability. World wide journal of multidisciplinary research and development, 1(3), pp.23-39.
Alipour, M., Tabari, M. and Azad, A.M., 2016. Comparative study evaluating efficacy of
sufentanil versus midazolam in preventing myoclonic movements following etomidate. Journal
of anaesthesiology, clinical pharmacology, 32(1), p.29.
Amran, A., Ooi, S.K., Mydin, R.T. and Devi, S.S., 2015. The impact of business strategies on
online sustainability disclosures. Business Strategy and the Environment, 24(6), pp.551-564.
Boulouta, I. and Pitelis, C.N., 2014. Who needs CSR? The impact of corporate social
responsibility on national competitiveness. Journal of Business Ethics, 119(3), pp.349-364.
Brown, M., Kulik, C.T., Cregan, C. and Metz, I., 2017. Understanding the Change–Cynicism
Cycle: The Role of HR. Human Resource Management, 56(1), pp.5-24.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Ceptureanu, E.G., 2015. Research regarding change management tools on EU SMEs. Business
Excellence and Management Review, 5(2), pp.28-32.
Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus on
competencies. Human Resource Management Review, 25(2), pp.205-215.
Cowan, R.L. and Fox, S., 2015. Being pushed and pulled: a model of US HR professionals’ roles
in bullying situations. Personnel Review, 44(1), pp.119-139.
Crane, A. and Matten, D., 2016. Business ethics: Managing corporate citizenship and
sustainability in the age of globalization. Oxford University Press.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.

18HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Hoffman, W.M., Frederick, R.E. and Schwartz, M.S. eds., 2014. Business ethics: Readings and
cases in corporate morality. John Wiley & Sons.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The
management of change in public organizations: A literature review. Public
Administration, 92(1), pp.1-20.
Kuvaas, B., Dysvik, A. and Buch, R., 2014. Antecedents and employee outcomes of line
managers' perceptions of enabling HR practices. Journal of Management Studies, 51(6), pp.845-
868.
Lee, C.K., Kim, J.S. and Kim, J.S., 2018. Impact of a gaming company's CSR on residents'
perceived benefits, quality of life, and support. Tourism Management, 64, pp.281-290.
Lewis, S., Passmore, J. and Cantore, S., 2016. Appreciative inquiry for change management:
Using AI to facilitate organizational development. Kogan Page Publishers.
Lo, K., Macky, K. and Pio, E., 2015. The HR competency requirements for strategic and
functional HR practitioners. The international journal of human resource management, 26(18),
pp.2308-2328.
Matos Marques Simoes, P. and Esposito, M., 2014. Improving change management: How
communication nature influences resistance to change. Journal of Management
Development, 33(4), pp.324-341.
Nadiv, R., Nadiv, R., Raz, A., Raz, A., Kuna, S. and Kuna, S., 2017. What a difference a role
makes: Occupational and organizational characteristics related to the HR strategic role among
human resource managers. Employee Relations, 39(7), pp.1131-1147.
Saleh, N.S., Yaacob, H.F. and bin Rosli, M.S., 2015. Critical Review: Assessing and Seeking the
Intricacy or Discrepancy of Ulrich Model Transforming Paradigm in Organization Human
Resource. Mediterranean Journal of Social Sciences, 6(2), p.324.

19HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE
Stroeva, O., Lyapina, I.R., Konobeeva, E.E. and Konobeeva, O.E., 2015. Effectiveness of
Management of Innovative Activities in Regional Socio-Economic Systems. European Research
Studies, 18(3), p.63.
Trevino, L.K. and Nelson, K.A., 2016. Managing business ethics: Straight talk about how to do
it right. John Wiley & Sons.
Turker, D., 2015. An analysis of corporate social responsibility in the Turkish business context.
In Corporate Social Responsibility in Europe (pp. 483-499). Springer International Publishing.
Ulrich, D. and Dulebohn, J.H., 2015. Are we there yet? What's next for HR?. Human Resource
Management Review, 25(2), pp.188-204.
Ulrich, D., 2014. The future targets or outcomes of HR work: individuals, organizations and
leadership.
Ulrich, D., Brockbank, W., Ulrich, M. and Kryscynski, D., 2015. Toward a Synthesis of HR
Competency Models: The Common HR" Food Groups". People and Strategy, 38(4), p.56.
Weiss, J.W., 2014. Business ethics: A stakeholder and issues management approach. Berrett-
Koehler Publishers.