The future of HR is in relationships. That is a brief summary of the latest findings of long-time research by Dave Ulrich focused on defining an optimal HR operating model. Dave Ulrich is well-known by almost everyone in HR. You can regularly read articles on our website about the concepts and ideas by this world-renowned speaker, consultant, University of Michigan professor and author of books such as Human Resource Champions, HR From the Outside In and the upcoming Leadership Capital. Dave Ulrich is also the creator of the concept of HR business partnership.
In an exclusive article published on the website of Chartered Institute of Personnel and Development (CIPD), Dave Ulrich highlights the continuing debate about whether HR should have a centralized or decentralized structure or whether a combination in the form of shared services would be best. His research and experience has shown that the debate about improving the HR operating model should move from roles to relationships.
"Imagine a family that isn’t getting along. They try buying new appliances, chairs and sofas. Most of us realise that new furnishings won’t help. And in HR, new tools and technologies are unlikely to improve operations ... For families to function better, they need to learn to belong, to focus on relationships more than roles. For HR operating models to deliver more value, once the basic roles are satisfied, maybe we too should focus more on relationships," explains Ulrich. Using examples of interpersonal relationships, he has formulated the following six steps to achieve better relationships in HR.
1. Sharing a common purpose
Each role in HR brings a unique value in order to meet customer needs and achieve business results. It is necessary to find a unifying purpose to connect individual HR roles into one unit.
2. Respect for differences
Different parts of HR operating models deal with different activities (service centers, HR business partners, generalists). These groups should respect and help one another to achieve greater success than if they were working alone.
3. Problem solving
In any relationship it is important to solve solvable problems and not become obsessed with those that seem to be insurmountable. If the individual parts of HR are be able to work and grow together, they will no longer be interested in finding the right answers and begin to focus more on learning and negotiation. Differences should be overcome calmly and with curiosity.
4. Care for others
Another crucial question in every relationship is: Can we rely on each other? This applies to HR departments as well. Each part should be predictable, reliable and accessible. No more "us" and "them", only "us".
5. Sharing experiences
Nobody can avoid problems. It helps if we spend more time together and share experiences, which strengthens our relationships. In HR, rotations of workers in different roles proved to be very effective in order to get better acquainted with the problems experienced by others performing different activities and focus on finding common solutions.
6. Growing together
It is necessary to look back, see the progress of mutual cooperation and learn from the past.
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