Hr 3 Legged Stool Model

Ie the three legged stool.

Hr 3 legged stool model.

This model for organizing the human resource function was developed by the influential us academic david ulrich. Ulrich has also reviewed and further developed his own theories on this issue in subsequent work2. Fortunately there is. A handful of companies have implemented the three legged stool model with notable nuances.

One driving force is the three legged model of the hr function developed by us business academic dave ulrich based on the deployment of higher level strategic business partners and centres of expertise in hr backed up by shared services to carry out more routine hr administrative duties. Brett walsh global human capital leader at deloitte explains that businesses have adopted the model at different points over the past 20 years depending on their maturity curve. Ulrich suggested that in large organizations the previously integrated hr function should be divided into three segments. A business partner in this case is a senior hr professional.

One company has a fourth group in the model called. Three legged stool model where hr is split between three areas of expertise. This model is named after dave ulrich and its three pronged approach should make the three legged stool part of the term pretty clear. These companies work to enable a strategic hrbp role by way of hr shared services and at times coes handling the more tactical hr work.

Shared services usually a centralised service group that handles routine transactional services across the organisation for example recruitment administration payroll absence monitoring hr template generation and advice on simpler employee relations. Given many organisations are still adopting the hr model for the first time the hostility is rather surprising. Many hr transformations over the past 20 years have been informed by the archetypal ulrich model consisting of centres of expertise service centres and embedded business partners. The emerging new model incorporates teams communities and networks and looks distinctly different to ulrich s three legged stool.

Much has changed since his iconic work in the 1990s he added. Commonly cited benefits include a greater ability for hr to be strategic. Subsequently certain aspects of the ulrich model have come to be depicted as a three legged stool or three box model for hr although there is an ongoing debate over how his theories should be interpreted and put into practice. The second model and one that is increasingly gaining traction is ulrich s three legged stool model of hr service delivery which involves three crucial strands hr business partners hr centres of expertise and shared hr services.