Human resource management practice I also available by michael armstrong

Part 

1

  The Practice of Human Resource Management

50

HRM delivery

HRM is delivered through the HR architecture of  

an organization, which includes the HR system, HR 

practices and the HR delivery model adopted by the 

HR function.

HR architecture

HR architecture includes the HR systems and  

processes and employee behaviours as well as  

the structure of the HR function.

The HR system

The HR system as part of the HR architecture 

consists of the interrelated and jointly supportive  

HR activities and practices, which together enable 

HRM goals to be achieved.

The HR delivery model

The HR delivery model describes how those services 

are delivered by the HR function. The best known 

model was produced by Ulrich in 1998; he suggested 

that HR could be delivered by specialists in four 

ways: strategic partner, administrative expert, 

employee champion and change agent.

The ‘three-legged stool’ model of  

the HR function

This model identifies three areas of HR activity: 

centres of expertise, strategic business partners  

and shared service centres.

Key learning points: Delivering HRM – systems and roles

Roles of HR professionals

They can act as business partners, strategists,  

innovators, change agents, internal consultants,  

facilitators and coaches.

Ambiguities in the role of  

HR practitioners

The activities and roles of HR specialists and the  

demands made upon them appear to be quite clear 

cut but in practice the role can be ambiguous.

Professionalism in HR

Professionalism is defined generally as the  

conduct exhibited by people who are providing 

advice and services that require expertise and  

that meet defined or generally accepted standards  

of behaviour. HR professionals are required to uphold 

the standards laid down by their professional body, 

the CIPD, but they must also adhere to their own 

ethical values.

The HR role of line managers

Line managers play a crucial role in implementing  

HR policies but they are not always committed or 

qualified to do so.

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