Detailed Analysis of HR Business Partner Model and Its Applications

The report provides an analysis of the HR Business Partner Model, a framework introduced by Dave Ulrich. It explores the various roles within the model, including strategic partner, change agent, administrative expert, and employee champion. The strategic partner role focuses on developing future strategies and understanding the holistic needs of staff. The change agent role highlights the importance of adapting to changes, while the administrative expert role emphasizes operational activities. The employee champion role aims to improve the current holistic understanding. The advantages of the model include facilitating systematic day-to-day activities and supporting the business through multiple roles. However, the model's disadvantages involve potential capability shortfalls due to the extensive responsibilities. The report concludes that the HR Business Partner Model is crucial for enhancing organizational and employee productivity.

Line managers and HRM
Introduction
Human resource management could be defined as the
process of managing all the staff members who are
working within the organisation. Present discussion is
based upon analysis and assessment of HR Business
Partner Model along with its advantages and
disadvantages.
HR Business Partner Model
This model was introduced by Dave Ulrich and the concept of
modern HR was also developed by the researcher. According
to this model human resource manager plays different roles
within the organisation as it can help to carry out all the
operations in systematic manner. Discussion of all the roles is
as follows:
• Strategic partner: Under this role HR will be focused with
the development of strategies for future so that the planned
objectives could be attained. Apart from this, all the staff
members who are working within the enterprise are also
focused so that the current holistic could be understood.
HR Business Partner Model
Role of strategic partner leaves impact upon relation
of HR with front line business because the strategies
will be required to be followed by whole business.
Change agent's role also leaves impact upon the
relation because if any type of change will be made
by the HR then the front line business has to comply
with it. Roles of administrative expert and employee
champion results in implication upon relationship of
HR with the front line business because it is highly
focused with day to day activities.
Role of HR's relationship with front line business
 Change agent: Human resource manager also plays
role of change agent as all the changes which will be
carried out in future will be supported by decisions of
HR. For this purpose, future thinking and current
holistic understanding are focused.
 Administrative expert: Under this role HR manager
pay attention towards operational activities and day to
day operations of the entity so that it could be assured
that all the desired goals are accomplished
systematically or not.
 Employee champion: While playing this role the HR
manager tries to improve current holistic
understanding so that the strategies for appropriate
execution of day to day operations could be supported.
Advantages of the model
The main advantage of this model is that it
facilitates the staff members to perform all the day to day
activities in systematic manner. Apart from this, it benefits
the business as HR plays multiple roles to support the
organisation.
Disadvantages of model
This model results in capability shortfalls because the
implementation of this model results in end number of
responsibilities of HR which may affect the capability of
operating business.
Conclusion
From the above discussion it has been concluded
that for all the businesses it is very important to pay
attention towards Human Resource Business Partner
Model because it can help to increase productivity of
the organisation as well as staff members.