Ulrich Three Legged Stool Model

Ulrich suggested that in large organizations the previously integrated hr function should be divided into three segments.

Ulrich three legged stool model.

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. 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. This model is named after dave ulrich and its three pronged approach should make the three legged stool part of the term pretty clear.

Physical model the three legged stool based on dave ulrich hr functions increasingly involve a broader number of roles legs the most popular probably being hr consultants operating at the same level as hr business partners but not tied to a particular area of a business enabling them to be moved around to meet strategic or operational. A business partner in this case is a senior hr professional. 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. This model for organizing the human resource function was developed by the influential us academic david ulrich.

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.