Assignment 4 1

The Roles of HR (Ulrich HR Model)
Individual Task 6
Submitted to Dr. Tarnima Warda Andalib
HRM 620: Strategic Human Resources Management
Submitted by: Afsana Sabiha

ID: 23364017
A Comprehensive STREETS Model Analysis of Human Resource Management Practices at

Grameenphone
This study seeks to thoroughly examine Grameenphone's Human Resource Management

(HRM) strategies using the STREETS model. The model covers various aspects such as
Staffing, Total Rewards, Risk Management and Worker Protection, Employee and Labor
Relations, Equal Employment Opportunity, Talent Management, and Strategic HR
Management. This framework will help assess how well Grameenphone's HR practices align
with its organizational objectives and the demands of the telecommunications industry.
A. Staffing:
- Grameenphone's recruitment and selection processes are thorough, involving multiple
stages to assess candidates' qualifications and cultural fit.They effectively match job roles with
employee skills and competencies through rigorous assessment and competency-based
interviews. Grameenphone's strategies for attracting and retaining talent include competitive
compensation packages, opportunities for career advancement, and a positive work culture.
B. Total Rewards:
- Grameenphone offers competitive compensation and benefits packages to employees,
including bonuses, health insurance, and retirement plans.These packages are aligned with
employee performance and organizational goals, with performance evaluations informing salary
increases and bonuses.The reward system is inclusive and fair, with transparent criteria for
performance evaluation and equal opportunities for all employees to access rewards.
C. Risk Management and Worker Protection:
- Grameenphone has robust policies and procedures in place to ensure employee safety and
well-being, including regular safety training and compliance with relevant regulations. They
actively manage risks related to workplace hazards, security threats, and health emergencies
through proactive measures and contingency plans. Grameenphone prioritizes protecting
workers' rights and interests, ensuring compliance with labor laws and providing avenues for
reporting grievances or concerns.
D. Employee and Labor Relations:

- The relationship between Grameenphone and its employees is characterized by open
communication channels, regular feedback mechanisms, and a commitment to resolving
conflicts promptly and fairly.They engage in constructive collective bargaining processes, if
applicable, and maintain positive relations with labor unions through dialogue and negotiation.
Employee engagement and satisfaction levels are high, indicating overall satisfaction with the
company's practices and policies.
E. Equal Employment Opportunity:

- Grameenphone actively promotes diversity, equity, and inclusion in the workplace through
recruitment practices, training programs, and diversity initiatives.Their policies aim to prevent
discrimination and ensure equal opportunities for all employees, regardless of gender, race,
ethnicity, or other characteristics.The organization strives for representation of various
demographic groups within the workforce and in leadership positions, with ongoing efforts to
address any disparities.
F. Talent Management:
- Grameenphone has effective strategies for identifying, developing, and retaining high-
potential employees, including talent assessment programs and leadership development
initiatives.Succession planning processes are robust, with a focus on grooming internal talent
for future leadership roles through mentoring and training.Training and development programs
are tailored to enhance employee skills and capabilities, contributing to career growth and
organizational success.
G. Strategic HR Management:
- HR practices at Grameenphone are closely aligned with the company's overall business
strategy and objectives, with HR playing a pivotal role in driving organizational change and
innovation.HR planning processes involve workforce forecasting and skills assessment to
ensure alignment with business needs and goals. The HR department actively contributes to
organizational agility and competitiveness by supporting talent acquisition, development, and
retention initiatives.
This research aims to examine how Grameenphone aligns with Dave Ulrich's HR Model, which
emphasizes the transformation of HR into a strategic and value-adding partner within
organizations. The Ulrich Model introduces four key roles, namely Strategic Partner, Change
Agent, Administrative Expert, and Employee Champion. By scrutinizing Grameenphone's HR
practices, particularly in recruitment, selection, training, and benefits administration, this study
seeks to identify areas of alignment and potential areas for improvement. The research also
explores the implications of this alignment on talent management, employee engagement,
organizational culture, leadership development, and diversity and inclusion within the
telecommunications company.
1.Strategic Partner: In aligning Grameenphone with the Ulrich HR Model, the first crucial step
entails transforming HR into a strategic partner by intricately intertwining its activities with the
overarching business objectives of Grameenphone. This endeavor necessitates a
comprehensive understanding of the company's goals, both short-term and long-term, followed
by the formulation and implementation of HR strategies meticulously crafted to not only
complement but also actively support and advance these organizational aspirations.
2. Changing agent:The second pivotal facet involves HR taking on the role of a change agent
within Grameenphone's organizational framework. This role is characterized by HR's proactive
facilitation of transformative processes aimed at fostering a culture of continuous improvement
and innovation across the company's operational landscape. By spearheading the adoption and
integration of novel HR initiatives, such as dynamic performance management systems and
bespoke training programs tailored to meet the evolving needs of the workforce, HR serves as
the catalyst for ushering in positive organizational change and adaptation.
3. Administrative Expert:an administrative expert, HR is tasked with the responsibility of

ensuring the seamless orchestration of administrative processes within Grameenphone, thereby
enhancing overall operational efficiency and effectiveness. This encompasses the proficient
management of various administrative functions, including but not limited to payroll
administration, benefits coordination, and regulatory compliance, all of which are meticulously
executed to not only meet organizational standards but also add tangible value to the
overarching objectives of Grameenphone.
4. Employee Champion:Finally, assuming the mantle of an employee champion, HR assumes a
pivotal role in advocating for the welfare, rights, and concerns of the workforce within
Grameenphone. This entails the establishment and sustenance of a nurturing and inclusive
work environment wherein employees are empowered, supported, and treated equitably.
Through the implementation of robust employee engagement programs, proactive resolution of
grievances, and facilitation of comprehensive career development initiatives, HR endeavors to
foster a culture wherein employees feel valued, motivated, and primed for success, thereby
fortifying Grameenphone's position as an employer of choice.

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Assignment 4 1

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The Roles of HR (Ulrich HR Model)

Submitted to Dr. Tarnima Warda Andalib

HRM 620: Strategic Human Resources Management

Submitted by: Afsana Sabiha

A Comprehensive STREETS Model Analysis of Human Resource Management Practices at

This study seeks to thoroughly examine Grameenphone's Human Resource Management

D. Employee and Labor Relations:

E. Equal Employment Opportunity:

3. Administrative Expert:an administrative expert, HR is tasked with the responsibility of

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