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The Ulrich's HRM Four-Role Model is used in this paper. The various roles that are examined are strategic partner, change agent, administrative expert and employee champion. All these roles will be tested whether or not they are significantly related to a firm's performance. This paper also examines the potential barriers that hinder the HR professional from being a strategic partner in an organization. The total number of firms involve in this paper are 89 respondents. This paper uses quantitative method such as spearmen rho correlation and multiple regression analysis to test the variables.
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