3 Legged Stool Model Ulrich

2 the hr function post ulrich s structural model.

3 legged stool model ulrich.

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. The dave ulrichs model of human resource service delivery also known as the three legged stool model or the three box model hereinafter referred as the ulrichs model is regarded as the best practise swift 2012 5. A lot of people say hr structure is a three legged stool but that s not at all what the model says ulrich tells people management. 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.

His three legged stool model which advocated the use of shared services business partnering and centres of excellence was a good idea at the time but in 2018 it s not a good idea because the world has changed. The model says your hr structure needs to match your business structure. Ulrich suggested that in large organizations the previously integrated hr function should be divided into three segments. 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.

Fortunately there is much less of this around now than there used to be. Shared service activities should be concentrated in a call centre with supporting intranet to provide administrative and basic support functions to the. Three legged stool model where hr is split between three areas of expertise. The drivers behind ulrich model adoption in 1995 to drive efficiency standardisation and hr s strategic impact remain as relevant to businesses today as they ever were.

More noteworthy perhaps have been those organisations that have removed the. Ulrich has also reviewed and further developed his own theories on this issue in subsequent work2. If your business is centralised and functional your hr function should be centralised and functional. I think most hr transformations are taking the time to work.

This model for organizing the human resource function was developed by the influential us academic david ulrich. Ie the three legged stool. Much has changed since his iconic work in the 1990s he added.