Examinando por Materia "Dave Ulrich"

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    Alineación de las prácticas y procesos de RRHH con la estrategia organizacional
    (Universidad EAFIT, 2025) Varela Agudelo, Luisa Fernanda; Avendaño Gómez, Alba Deisy; Uribe Marín, Ricardo
    The present thesis focuses on the analysis of human resource management from a strategic perspective, aiming to demonstrate how this area can generate real value for the business. The research is based on theoretical reference models, including the Harvard Model, Dave Ulrich’s approach, Competency Management, and the Balanced Scorecard, which help understand the role of human talent in the sustainability and competitiveness of organizations. Based on a diagnosis applied to the selected organizational context, key issues were identified: staff turnover, demotivation, low connection between human resource management and corporate strategy, as well as limitations in training, development, and international adaptation. Based on these findings, a methodological proposal was developed incorporating a survey instrument grounded in Ulrich’s model and a semi-structured interview guide aimed at contrasting the application of the studied models in organizational practice. The proposed action plan is structured in phases that include diagnosis, design, implementation, monitoring, and feedback. This scheme seeks to strengthen organizational culture, enhance human talent, incorporate management metrics, and support strategic decision-making. In this sense, the work intends to demonstrate that human resource management—under an “outside-in” or strategic ally approach—transcends its operational role and becomes a fundamental pillar of competitiveness, innovation, and sustainable value creation.
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    Publicación
    Implementación del modelo de gestión humana (GH) propuesto por Dave Ulrich : efectos, desafíos y percepciones
    (Universidad EAFIT, 2019) Velásquez Gómez, Andrés; Betancur Hurtado, Carlos Mario
    In the changing surroundings that organizations are currently experiencing, human management is increasingly playing a leading role, and is moving from being the human resources area, traditionally as executor and operative, to be a strategic and companion area of the business. The speed with which today ideas can materialize and be copied by the competition is such that human factor and knowledge have acquired great importance. This is where the model proposed by Dave Ulrich offers great benefits so that organizations can have a different and strategic vision of their human capital. Organizational leaders have begun to understand that the people they work with should be seen in a different way, and that they should assign to the human resources area a much more important and transcendental role to be able to make decisions based on their opinion and criteria. This work presents the background in Colombia of the different approaches made by the academic world of Ulrich´s human management model, makes a brief recount on what are the current challenges and the global context in human capital and how these are essential at the moment of making corporate decisions, and shows the processes of the human management area and what is its contribution to the strategy. Finally, this work reviews Ulrich's model and the four roles that the human resources area must have, and presents the experience of several companies that have decided to implement the model.