A New Mandate for Human Resources

The article 'A NEW MANDATE FOR HUMAN RESOURCES' by David Ulrich discusses the importance of Human Resources (HR) in an organization, particularly in a globalized context. It highlights the need for HR to be a change agent, leveraging intellectual capital and Galbraith's star model to drive organizational success. The article also emphasizes the role of HR in managing complexities, diversity, and globalization, as well as its responsibility to conduct audits and maximize employee contributions.

Running head: A NEW MANDATE FOR HUMAN RESOURCES
HUMAN RESOURCES AND ENTREPRENEURSHIP
Name of the student:
Name of the University
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A NEW MANDATE FOR HUMAN RESOURCES
A new Mandate for Human Resources by David Ulrich, the book talks about the
importance of the existence of HR. The debate arise whether the existence of HR is necessary is
not. The article further states that the work of HR is already disconnected from the mainstream
works of the company and according the question arises about the necessary demand of HR for
the company.
1.The Important terms and concepts related in the books are which concerns the need of
an HR are
 Intellectual capital: Knowledge is considered as a competitive advantage for the
companies who are selling relationships and ideas. The successful companies that
are adhered to attracting and keeping the individuals who can control the global
organization (Ulrich 1998). Hence, the challenge for the organizations has the
capacity to develop and retain talented individuals.
 HR as a change agent: to keep up with the transition, the changes is inevitable and
to keep pace with such changes is creating teams of higher performance, make
sure that the trust respect and dignity is kept valid. It points out the changes of the
organization, they do not execute the changes but they should be carried out
(Ulrich 1998)
 Galbraith’s star model: A model controls the organization, with the help of
strategy, structure, process, Rewards and people which describes the respective
bonding within the organization between the employers and employee.
2.Four important facts derived from the article

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A NEW MANDATE FOR HUMAN RESOURCES
 With the rise of complexities of globalization, it is the HR manager of the companies who
can come up with innovative capabilities and act as a leader to drive the organization.
 Globalization wants the organization to learn and integrate complexities, diversity.
 It is the responsibility of a capable HR who can turn the action plans of the organization
into proper implementation, by maximizing the contribution of employees and
commitments (Ulrich 1998)
 HR must be responsible for conducting the audit of organization (Ulrich 1998)
3.The Justification that was presented in the article is that in the recent decades, is that the
debate which arose out of the HR manager’s contribution in the organization. The article
deals with whether it is necessary to keep the HR in the organization or not (Ulrich 1998;
Morgan 2013). However the writer says it is important for a HR manager to keep in track
about the progression of the success of the organization in the globalization. HR must also
focus on the modern roles of the activities of HR as well as then traditional roles. The HR
must become the agent of change.
4. The Maida beauty imports looks forward to export the beauty products to China and along
with the rapid increase of the global market, it is important for the company to send people
and information around the world. These things that are needed to be taken into account are
issues related to global trade, political situations of China and also unfamiliar cultures.
Therefore, the globalization would help the organization to enhance their ability to manage
the complexities and understand the diversities of the other country (Ulrich 1998).
With the use of video conferencing and technological use, the managers of the western
company can utilize the technologies to make the people of the other country to note down

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A NEW MANDATE FOR HUMAN RESOURCES
about the beauty products that they are going to sell. Therefore, taking into these concepts
into considerations, with the help of Galbraith’s concept of star model, must make some new
strategies and must guide the entrepreneurs to carry out strategies and assist them in proper
ways to carry out trade in over seas.
5. The role of entrepreneur is to take the risky roles in terms of taking into account the
prosperity of the company in the future use. The article states that the managers are
functioning to create an organization to give assurance to rapid decision making policies. It is
to the responsibility of the entrepreneurs to take help from the HR manager and execute the
functions accordingly (Ulrich 1998; Rondinelli 2013). It is Entrepreneur’s plan to understand
the changing world and the environment of the other country. Accordingly, the plan needs to
be implemented and the certain other activities of the organizations are needed to be taken
care of. Therefore, they want the manager of HR to assist them in setting up the business plan
and for this the manager also must take care of the responsibility of the HR to take care of the
employees and their contributions in their office (Ulrich 1998; Fayolle 2013).
6. The impact of the article states that the HR’s innovative roles in the organization are
necessary to keep pace with the happening all around the world in different spheres. It would
encourage the manager to keep up with the challenges of the globalization and also would
make the manager to look forward to give training to the people and would change the idea
that HR manager is not needed in the contemporary organization (Rondinelli 2013).

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A NEW MANDATE FOR HUMAN RESOURCES
References
Fayolle, A., 2013. Personal views on the future of entrepreneurship education. Entrepreneurship
& Regional Development, 25(7-8), pp.692-701.
Morgan, G., 2013. Riding the waves of change. Imaginization Inc.
Rondinelli, D.A., 2013. Development projects as policy experiments: An adaptive approach to
development administration. Routledge.
Ulrich, D., 1998. A new mandate for human resources. Harvard business review, 76, pp.124-135.