Understanding The Competencies Of Ulrich

Running head: UNDERSTANDING THE COMPETENCIES OF ULRICH 1

Understanding the Competencies of Ulrich

Name

Institution Affiliation

UNDERSTANDING THE COMPETENCIES OF ULRICH 2

Abstract

This paper focuses on providing an understanding of the strategic and administrative roles of

Human Resources within the Saxion University. Specifically, this paper will provide a recap of the

capabilities and competencies within Saxion, and identify their organizations challenges. Additionally,

this paper will seek to provide a recommended HR transformation plan, three metrics that could be used

to evaluate the recommended transformation, and identify how HR recommendations can add strategic

value and worth to Saxion.

Ideally, the purpose of the examination of the literature within this paper, leads to vital research

examining: (1) An explanation on the risks for not implementing the transformational changes, (2) The

significance of the strategic and administrative role of Human Resources, and lastly, (3) A description of

the resources needed for the HR transformation. Finally, the information utilized to conduct this research,

will be obtained primarily from credible internet sources and some scholarly research.

UNDERSTANDING THE COMPETENCIES OF ULRICH 3

Saxion University Introduction and HR Transformation

Saxion University of Applied Sciences is a vocational university based in Netherlands.

The university has three campuses in the eastern Netherlands. It offers more than one hundred

courses in an extensive variety of study fields, which include law, finance, IT, business,

engineering, digital media and hospitality. The university has more than 27,000 understudies and

is considered to be one of the biggest institutions of higher education in the Dutch.

Saxion University offers both bachelor education and master education and research with a focus

on Living Technology.

Saxion University as an institution of Higher learning has a rich history. Its beginning can

be traced back in 1875 after two educational institutions, Hogeschool IJselland and Hogeschool

Enschede merged. The two paved way in 1998 for Saxion University in its current form. This

amalgamation has made it easy for Saxion University to increase its solid position in Dutch

higher education making it be recognized as a significant center of proficiency at local,

countrywide and global level.

According to Ulrich (2012), Human Resource transformation is required so as to focus on the

“capacities which an organization requires so as to contend with others and triumph inside the

competitive market. Also Ulrich mentioned that understanding the “impacts” of what an organization is

famous for and productive at with their services, ought to be the HR department’s focus. This would

incorporate a "structure and procedure to deliver against the desires" (Ulrich, 2012). In like manner, the

HR technique would incorporate at least: procuring the opportune individuals for the activity, having and

implementing solid morals and practices inside an association, keeping up sound correspondence

channels inside an association, honing reasonable execution and honor frameworks, and guaranteeing all

workers comprehend the significance of development and coordination. Be that as it may, the general

UNDERSTANDING THE COMPETENCIES OF ULRICH 4

change would need to be a coordinated effort between administration, the HR office, and the

representatives to incorporate and adjust as one group, all together for the organization to be fruitful and

successful.

Students as agents of Ulrich competencies into the development of Saxion

Saxion University’s human resource confronts numerous difficulties which mainly include issues

regarding student’s retention. In any case, they have extra difficulties that include: employees being

uncertain of their particular roles and commitment inside the high education institution, ability obtaining

needs in preparing, every vital pioneer are not completely drawn in with the vital arrangement, there's an

absence of correspondence and wellbeing and security procedures, and HR workers are worried about

professional stability; Particularly, on the off chance that they don't meet the destinations of the CEO

within the required time period. On another note, their HR division has solid abilities and four imperative

skills that will effectively affect their association, and guide them in accomplishing organization goals.

Some of their capacities incorporate, having the capacity to distinguish the correct target showcase who

will bring their organization achievement, and a technique to center around serving the requirements of

their target market. Over that, the four essential capabilities that they have are, "business keenness" …

being believable activists and having a current prizes framework, "authoritative initiative and route" …

HR division is viewed as a vital accomplice, "change administration" … the department of

Human Resource is estimating factors that straightforwardly influence the key arrangement, and "Human

Resource innovation and examination" … The human resource will utilize a scorecard to see the

association between an inside and outer position (Liu & Lee, 2015). Granted, there are extra skills that

Saxion's HR group could join, such as focusing on the paradox navigators, which will help them in

assisting employees on “how” to motivate their customers to remain with their fitness centre. This same

focus would also provide their customers with the ability to see the value of remaining a loyal customer

with their fitness centre.

At last, innovation would be successful in advancing Saxion's goals, since "the present innovation

gives HR experts access to the energy of Big Data — affecting the way organizations comprehend their

UNDERSTANDING THE COMPETENCIES OF ULRICH 5

clients, market to new groups of onlookers, and speak with existing and planned workers" (Biro, 2016).

Additionally, there should be an arrangement of activity that would guarantee all chiefs (counting

Jonathan Henley), were "completely" drawn in with their vital arrangement towards change. In general,

this arrangement would clarify the significance of their position, office communication, and how an

absence of their info could influence the authoritative culture, climate, and key arrangement.

All things being equal, Saxion directed an appraisal on strategies that could be utilized to fortify

execution administration, which was both money related and non-budgetary projects. Besides, by utilizing

a scorecard to enhance their vital arrangement, would include: "Estimating components, for example,

procuring times for filling open positions, turnover rates, preparing and improvement, execution

administration frameworks, and labourers' remuneration-related issues (Kilbilko, 2017). Additionally,

such an approach neglects to address an HR office's commitment to an organization's business objectives,

including decreasing working expenses and expanding deals and benefit. At all, a Human Resource

scorecard endeavours to give a connection between HR tasks and an organization's business targets".

Proposed Action Plan

With present endeavours set up to address the present circumstances and worries of the

organization, RFC should devise an activity design in view of redoing their HR office's present vital

arrangement and targets. As a begin, RFC ought to emphasize the association's witticism, objectives, and

parts of all representatives; This would guarantee all workers comprehend their motivation inside the

association. Consequently, there ought to be week after week staff gatherings led by all the individual

area's supervisor. In addition, amid departmental workforce conferences, directors should empower a

"buy-in" procedure for new concepts to surface from their representatives. Be that as it may, having vis-à-

vis correspondence won't just enhance morale, but it will likewise build the association's atmosphere.

Likewise, when representatives have the chance to talk about their issues and additionally worries to

administration, this enables them to feel engaged. That said, two-way communication can enhance trust

between students, workers, the Human Resource department, and upper-level administration.

UNDERSTANDING THE COMPETENCIES OF ULRICH 6

Essentially, Saxion ought to execute new administration policies which align around the

prospects of their students and workers and general goals of the institution. Additionally, according to

Silberman (2013), the management ought to communicate and offer constructive feedback sessions, and

create extra reward programs for example “incentive and recognition” which would permit workers the

chance to enhance on their shortcomings, compete amongst themselves and be recognized, and inspire

them to work hard.

Metrics which Evaluates Transformation Results

The essence of an assessment is to survey if an institution’s key arrangement lines up with their

goals. Saxion has officially figured out what their destinations were, which are client maintenance and

viable consistent preparing programs for their present workers. Moreover, they as of now have the greater

part of the viable HR abilities and capabilities, in conjunction with the suggested skills, to effectively

change. Be that as it may, they additionally need to break down if their change is effective, and they'll

have the capacity to do as such by utilizing measurements. As a beginning, the main metric which Saxion

ought to utilize is one that gives the responsibility or a headcount of their faculty.

Another metric that could be utilized by Saxion, is one which measures the level of

worker engagement. This metric will tell them how fulfilled their workers are with their activity,

in view of their hard-working attitudes, additional endeavours, state of mind, and conduct.

Workers engagement and worker fulfilment, fill in as a group in adding to authoritative

objectives, achievement, and gainfulness. Additionally, this metric can be estimated by utilizing

a straightforward study that comprised of at least 10 questions, for all workers to answer secretly

and without consequences.

Worker turnover is another metric which could be utilized to enable Saxion to look at the

number of workers, and the motivation behind why workers are leaving previously or inside their

agreement. Whenever efficiency and labour diminishes, benefits likewise diminish. Therefore,

this metric would allow Saxion to construct retention incentives/programs to sustain employees

UNDERSTANDING THE COMPETENCIES OF ULRICH 7

and assess if the retention programs were working or not. Likewise, a calculation can be used to

determine retention data such as, “average # Employees = Total # Employees Beginning of Year

+ Total # Employees End of Year) / 2” (Hopkins, 2017).

From there, when determining the “overall” retention rate, (which would include employees who

were fired throughout the year), RFC would then divide the number of fired employees by the results of

the average # of employees. This would give them their percentile, and is suggested by Hopkins, that the

percentage number should be “no higher than 10%” (2017). For example, RFC currently has 900

employees for 2017. By the end of 2017, if 50 employees were to quit, and another 40 were terminated,

they would have a retention rate of .04%, which is not bad for RFC. This percent would indicate that they

have a high percentage of satisfied employees, who more than likely, were also engaged with their

organization. in spite of the fact that proposing changes and utilizing metrics to assess the impacts of

change, workers and students at Saxion ought to be completely engaged with executing and implementing

all changes, or they might experience several setbacks in pressing forward in accomplishing institutions

objectives.

The Danger of Not Executing the Changes

There is the significant value of executing change inside Saxion for example: Enabling workers

to benefit from face-to-face communication…as they will be engaged in the institution, and there will be

a rise in morale, in the light of the fact that workers will have the chance to address concerns to

management/supervision. This, in turn, will also allow employees and students an opportunity to self-

improve because of the feedback sessions.

Also, there will be an avoidance of claims, because of setting up the sound and reasonable morals

preparing and rehearses. Be that as it may, all the more in this way, workers will adjust, take after, and

stay predictable with new organization desires and arrangements, trust will be built up between

representatives, administration, and the HR office, and an understanding will be produced using all

workers in regards to their purpose and roles inside Saxion University.

UNDERSTANDING THE COMPETENCIES OF ULRICH 8

On the flip side, if Saxion University fails to implement change within their institution, they can

face the chance of having a significant reduction in their customer base and labour force. Also, as

employees choose to quit the company, their actions will result in a decrease of revenue and value of their

investments, that were spent on training programs to strengthen their employees’ skills. Ultimately, the

climate and culture inside Saxion University will become solemn, and undertakings and the whole

institution will be influenced as shown below:

In conclusion, by not executing change, Saxion University will lack the ability to remain in sync

with novel and imminent innovation developments, and their institution will not lack the capacity of

recovering and revolutionizing their business practices. Hence, it is imperative for companies to have an

HR team who are not only effective in their approach but also strategic.

The significance of Both the Strategic and Administrative Roles of Human Resources

The word strategic can be defined as a meticulous plan used to achieve a specific goal over a long

period of time. However, according to Greer, “Strategic human resources management is largely about

UNDERSTANDING THE COMPETENCIES OF ULRICH 9

integration and adaptation. Its concern is to ensure that; (1) human resources (HR) management is fully

integrated with the strategy and the strategic needs of the firm; (2) HR policies cohere both across policy

areas and across hierarchies; and (3) HR practices are adjusted, accepted, and used by line managers and

employees as part of their everyday work. In addition, human resource management practitioners and

management scholars have long advocated that human resources should be viewed from an investment

perspective” (2001, pgs. 2 & 207).

Yet, the administrative side of HR involves human resources staff members who are “top-level

administrators. The tasks they accomplish are generally highly visible to your employees because they

are focused on the daily work issues attributed to the ongoing needs of your team. These include vital

tasks such as recruitment, interviewing and hiring, and risk management. Operational HR management

may use and maintain computerized HR information systems, and may also oversee your payroll

department” (Reynolds, 2017). Nonetheless, “the strategic portion of HR cannot function without the

administrative side, and vice versa” (Schuster, 2013), and must encompass all the necessary resources to

be a successful transformation.

Resources required for the Change

Saxion University has all that could possibly be needed workforce set up to make an effective

change. In any case, keeping in mind the end goal to guarantee the adequacy of their change design, they

should recognize the correct number of workers required inside each segment to help dispatch and

execute the required changes. In addition, a return of their SWOT appraisal to manage them on what must

be enhanced and additionally updated is a vital instrument. In comparable design, having an authoritative

administration outline and activity design with begin dates, worker hours, and due dates to finish every

doled out an errand would likewise be gainful for the change. By having every one of the three devices

(See Informative supplement I-III) set up, there would be no space for vulnerabilities or perplexities, there

will be an adjustment of time administration rehearses for all representatives, characterized parts set up,

gave direction, and commanded arrange for all workers. In any case, above all, every one of the three

apparatuses would give a smooth progress of the change, and of all tasks to be performed.

UNDERSTANDING THE COMPETENCIES OF ULRICH 10

There are different devices and territories of fixation that are required for change, for example,

"constructing the vital human capital capacity which requires a more extensive focal point of

consideration on: System, ability administration, initiative advancement, change administration, key

workforce arranging, merger and procurement, new market infiltration, administrative and administration,

worldwide versatility and security, and program administration. Likewise, "with the end goal for HR to

satisfy its new command, there are extra zones that need centre and improvement. These regions

incorporate, information examination and detailing, hierarchical appraisal, authoritative plan, cost

investigation, cross practical abilities, budgetary discernment, seller administration, innovation

mindfulness, and interpersonal organization impacts" (Scott, 2011). With the majority of the significant

devices and assets set up, RFC will have an effective change with next to no or no setbacks; In any case,

all assignments must be performed precisely, fastidiously, and vivaciously.

Conclusion

In spite of the fact that Saxion University is as of now experiencing inward and outer difficulties

and issues inside their association, luckily, they have the important competencies, capabilities, and assets

to revamp their association and earn the reins to lead in the wellness business. Equivalently, they've

figured out what their difficulties were, the reason and impacts of their difficulties, and the courses that

they would need to take to conquer their difficulties, for example, beginning with an update of their

current key arrangement, and adequately fusing every single appropriate asset (HR team, leadership,

students and workers) into it.

UNDERSTANDING THE COMPETENCIES OF ULRICH 11

SWOT Assessment

Strengths

Weaknesses

Opportunities

Threats

- Business Experts

- Reasonable Membership

Cost/Fees

- Rewards System

- Credible Activists

- HR Department Measuring

Factors Directly Related to

Strategy

- Customer Retention Problems

- Poor Customer Service

- Lack of Effective

Communication

- Talent Acquisition

- Employee & Labor Relations

- Strategic Leaders

- Culture & Change Champion

- Located in Unsaturated Market

- HR Development of Strategic

Plan

- HR Scorecard

-HR Innovators, Integrators, &

Technology

- Lacks Risk

Management, Safety &

Security

- Reduction in

Opening New Fitness

Centers

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