Many of us in HR have daily interaction with the so-called Ulrich Model. Out in the HR space for more than 15 years now, it is the most popular and most implemented HR Organization-Model worldwide.
Most consulting companies are basing all of their HR Transformation related consulting on Ulrich’s model for a decade or so as well. But honestly – who has really understood this model? who knows the theoretical concepts behind? and who can based on his/ her understanding really explain in detail the functionality of this model? – my experience is that not many HR people have fully understood the model. We all talk about it and are using the fancy vocabulary of Business Partner, Centers of Expertise and Shared Service Center. But the model itself is far more complex than those roles, the meaning of the model and how it works, what it changes is not fully understood.
I am designing, implementing and stabilizing HR Organizations based on the Ulrich Model for more than 8 years now and in addition wrote my PhD about it. My knowledge both theory and reality I would like to share with all of you. This will be partly facts and figures, and partly discussion and maybe even more – like enhancing the model or growing it to a new big thing.
I think this is really important and hope you find it interesting.
Chief HR Officer 