Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource
"Human Resource (HR) transformation need to enlargement the influence in an organisation. Nonetheless, regard the admonition; change determinations that focus completely on improving human resource (HR) are bounce to fail. Dave Ulrich is the human resource founder and has qualified with evolvin...
| Main Authors: | , , |
|---|---|
| Format: | Article |
| Language: | English |
| Published: |
MCSER Publishing
2015
|
| Subjects: | |
| Online Access: | http://eprints.uthm.edu.my/5834/ http://eprints.uthm.edu.my/5834/1/AJ%202015%20%2859%29.pdf |
| _version_ | 1848888645989171200 |
|---|---|
| author | Saleh, Nor Shela Yaacob, Hashim Fauzy Rosli, Mohd Shafie |
| author_facet | Saleh, Nor Shela Yaacob, Hashim Fauzy Rosli, Mohd Shafie |
| author_sort | Saleh, Nor Shela |
| building | UTHM Institutional Repository |
| collection | Online Access |
| description | "Human Resource (HR) transformation need to enlargement the influence in an organisation. Nonetheless, regard the admonition; change determinations that focus completely on improving human resource (HR) are bounce to fail. Dave Ulrich is the human resource founder and has qualified with evolving the human resource business mate, model and other dominant ideas in books including ""HR Champions"" and ""The HR Value Proposition"". Besides, Ulrich explains the six competencies HR be required to develop to accept the challenges of the worldwide economic crisis, globalisation, technological innovations and other change. His argument about Human resources rises to the people employed by an organization. Quantity the value of human resources verifies difficult due to lack of standard and traditional measures such as those related with permanent and liquid assets. For example, human resource cannot depreciate like physical resources, nor do they reflect the net value of an organization as financial resources accomplish. Human resources are just as important as physical and financial resources. Regrettably, organizational leaders and managers frequently overlook this actuality since human resources not used to reflect the organisation’s achievement." |
| first_indexed | 2025-11-15T20:13:35Z |
| format | Article |
| id | uthm-5834 |
| institution | Universiti Tun Hussein Onn Malaysia |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-15T20:13:35Z |
| publishDate | 2015 |
| publisher | MCSER Publishing |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | uthm-58342022-01-24T03:06:53Z http://eprints.uthm.edu.my/5834/ Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource Saleh, Nor Shela Yaacob, Hashim Fauzy Rosli, Mohd Shafie TJ Mechanical engineering and machinery "Human Resource (HR) transformation need to enlargement the influence in an organisation. Nonetheless, regard the admonition; change determinations that focus completely on improving human resource (HR) are bounce to fail. Dave Ulrich is the human resource founder and has qualified with evolving the human resource business mate, model and other dominant ideas in books including ""HR Champions"" and ""The HR Value Proposition"". Besides, Ulrich explains the six competencies HR be required to develop to accept the challenges of the worldwide economic crisis, globalisation, technological innovations and other change. His argument about Human resources rises to the people employed by an organization. Quantity the value of human resources verifies difficult due to lack of standard and traditional measures such as those related with permanent and liquid assets. For example, human resource cannot depreciate like physical resources, nor do they reflect the net value of an organization as financial resources accomplish. Human resources are just as important as physical and financial resources. Regrettably, organizational leaders and managers frequently overlook this actuality since human resources not used to reflect the organisation’s achievement." MCSER Publishing 2015 Article PeerReviewed text en http://eprints.uthm.edu.my/5834/1/AJ%202015%20%2859%29.pdf Saleh, Nor Shela and Yaacob, Hashim Fauzy and Rosli, Mohd Shafie (2015) Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource. Mediterranean Journal of Social Sciences, 6 (2). pp. 324-332. ISSN 2039-9340 http://dx.doi.org/10.5901/mjss.2015.v6n2p324 |
| spellingShingle | TJ Mechanical engineering and machinery Saleh, Nor Shela Yaacob, Hashim Fauzy Rosli, Mohd Shafie Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource |
| title | Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource |
| title_full | Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource |
| title_fullStr | Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource |
| title_full_unstemmed | Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource |
| title_short | Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource |
| title_sort | critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource |
| topic | TJ Mechanical engineering and machinery |
| url | http://eprints.uthm.edu.my/5834/ http://eprints.uthm.edu.my/5834/ http://eprints.uthm.edu.my/5834/1/AJ%202015%20%2859%29.pdf |