1. HR as a Business Partner
Efforts By:-
Abhishek Aggarwal Shivi Srivastav
Bhavya Sharma Saurabh Negi

2. Human Resouces
 Today, HR plays a role of the important business
partner, which has a significant impact on the
business performance.
 Human Resources does not support business
functions, but it takes over the ownership and
leadership of change management projects.
 HR introduces policies and practices focused on the
increase of the performance of employees,
maintaining the high level of employees’ satisfaction,
and designing the unique corporate culture.
 HR leads and manages projects resulting in building
the competitive advantage.

3. Definition
 HR business partners are HR professionals who
work closely with an organisation’s senior leaders
in order to develop an HR agenda that closely
supports the overall aims of the organisation. The
process of alignment is known as HR business
partnering and may involve the HR business
partner sitting on the board of directors or working
closely with the board of directors.
 The idea of HR business partners was popularised
by academic and consultant David Ulrich, who
sees HR business partners as part of a successful
modern HR function, along with shared services

4. Qualities of HR business partner
 Self-belief in their personal ability to make a difference
to the business.
 Belief in the value of the HR function
 Confidence to have a strong point of view and express
it even if it proves unpopular
 An ability to build long-term, trusting relationships with
clients and with HR colleagues
 Knowledge and experience of the business and its
intricacies and an ability to communicate in business
terms

5. David Ulrich
 The greatest HR Management Guru, who has
influenced the way, we do Human Resources
Management today. He has a power to change
HR.

7. Why Is HR Model Important?
 HR Management can be focused on different initiatives
and HR Model makes them visible to managers and
employees in the organization.
 HR Model makes relationships visible to everyone (to
internal customers, external vendors and process
interdependencies).
 HR Model assigns processes, responsibilities and job
descriptions to right roles HR has to play in the
organization.
 HR Model helps to organize thinking of the team and
involve right partners from HR and the business.
 HR Strategy is far too abstract for many HR employees,

8. David Ulrich’s HR Model
 HR Model connects HR Strategy, HR Goals and
Objectives, HR Processes and Jobs into an operating
model.
 HR Model defines key roles and responsibilities of Human
Resources.
 HR Model defines how key HR tasks will be delivered and
which process and unit in HR will deliver them. HR Model
defines the basic HR Roles and Responsibilities
(externally to the organization and internally between
employees and units).
 HR Model defines the style of operations of Human
Resources.
 Each change of HR Agenda should begin with the change