Human Resource Management (Pass Criteria) Resource Management

Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Compare the Ulrich HR Model of HRM with the ‘McKinsey’ HR Model. Suggest which
model is best fit for workplace...............................................................................................1
How should electrical network holdings demonstrate becoming more ‘ethical’ as a company?
................................................................................................................................................4
How to improve employee engagement which reduces poor relationship between HR and
parts of workforce...................................................................................................................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Resource management is a preplanning of organising different resources such as human
skills, financial resources, information technology, production resources, inventory and natural
resources. All the tools and techniques are developed in better manner so that proper allocation
of resources is maintained in an organisation. It eliminates wastage and human errors which is
beneficial for overall organisation in order to achieve their goals and targets (Ansari, Farrukh and
Raza, 2021). This report is based on Electrical Network Holding (ENH) which deals in electrical
distribution system for domestic and commercial electricity. It is headquartered in newly
designated city of Wrexham. This report will include comparison of two different Human
Resource management models which are Ulrich model and McKinsey’s HR model. This will
also include some of the suggestions which will help electrical network holdings in becoming
ethical organisation in appropriate manner. There are various proposes are given in this report
regarding improvement of employee engagement so that it can maintain healthy relationship
between HR and workforce.
MAIN BODY
Compare the Ulrich HR Model of HRM with the ‘McKinsey’ HR Model. Suggest which model
is best fit for workplace.
The Ulrich model of human resource management is developed in 1995 by David Ulrich.
This model ensures that all the responsibilities, authorities and roles should be organised across
the overall HR department of an organisation. It makes all the employees accountable for their
task and operations so that they can contribute their best efforts towards the commencement of
operations (Chaudhary, 2020). The streamlined ways of carrying out operations assist each and
every team member in understanding their role in their respective department. It reduces
complexity and burden from employees which contributes in enhancement of their productivity
and performance. This model is segmented into four different key sections which can be
discussed as follows:
Strategic partner: In order to manage the growth and development of overall workforce in
an organisation, strategic partner plays important role. In context to electrical network holdings is
strategic partners majorly focus on the requirements of the customers so that they can make
operations better which can satisfy their needs. They want to deliver appropriate quality products
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and services to potential and targeted audience so that they can improve brand image of an
organisation.
Administrative expert: The internal functions and operations of an organisation are
managed by administrative experts. They focus on the day to day operations related to people,
cost and delivery of products and services. Electrical network holdings ensures that their final
output should be delivered in best possible manner which make business more profitable.
Change agent: In order to manage changes in an organisation related to mentality of
employees and overall culture change agents contribute their efforts (Ghobaei-Arani, Souri and
Rahmanian, 2020). They make work environment better so that they can improve workplace
according to the professional and personal perspective. Change agent of electrical network
holdings connect with their respective line managers and decide strategies related to the
workplace so that they can convert the workplace into more better area for operations.
Employee champion: Organisations have to give respect to their employees so that they can
maintain their productivity in appropriate manner. Employees are set for an organisation because
they are responsible for large number of manual activities. Electrical network holdings have their
employee champions who focus on the benefits and aids of employees by taking care of their
expectations. They ensure that their rights should be safe guard so that they can satisfy their
needs and demands in affective manner without hurting their expectations.
McKinsey’s HR Model
This human resource management model is designed in 1980’s to organise different internal
elements of an organisation. It effectively aligns all the elements so that collective objectives can
be achieved in best possible manner. Electrical network holdings can adopt this model so that
they can improve their operations of human resource department. The 7’s of this model is
discussed as follows:
Strategy: This can be referred as a plan which is formulated by an organisation so that they
can successfully compete with different competitors in their respective market. Electrical
network holdings focus on development of long-term and short-term strategies by focusing on
their values, vision and mission.
Structure: It describes the units and divisions of an organisation and shows who is
accountable for particular task so that accuracy can be maintained. Electrical network holdings
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