Great experience!
Once again is a great experience to read something about David Ulrich. If I could summarise this book is something like to upgrade the previous knowledge regarding "Human Resource Champions".

After reading and profoundly living the ideas behind "The HR Value Proposition", you feel enough energised to rediscover the meaning of the HR function.

A Must for Startegic HR Professionals
Anyone in HR who doesn't feel their job is in peril is probably delusional. In order to preserve one's position, and more importantly, contribute at the highest possible level to an organization, HR pros MUST transform themselves into strategic partners. For many, that is a daunting task. Ulrich is the father of strategic HR thinking, and this book, written with Brockbank, is a superb roadmap. Along with explaining the concerns that inform strategic thought, the authors provide a step by step means to assess and address the strategic concerns of one's organization. HR professionals who are motivated to leverage their own value and deepen their organization's real strategic strength could not do better than starting their study here.

Amie Devero , Author of Powered by Principle: Using Core Values to Build World-Class Organizations

Wants HR to get an MBA, not necessarily practice HR
If you're an HR practitioner, skip this book. If you're an external HR consultant, read it and use the terms and ideas to sell your services.

The authors want HR to get out of the HR business and into being management consultants with an HR background who solve business problems. The book encourages HR practitioners to become adept at the business by knowing its financials, customers, products, etc, so that they can solve a myriad of business problems or give input to other departments. The value proposition is that "HR aligns with the requirements of internal and external stakeholders." The example that is intended to illustrate this HR value proposition tells of an oil company with a shrinking market share, where marketing didn't take the lead on a customer survey but HR did. By doing so, HR was able to show that service was a key differentiator, thus proving HR's value to the firm. However, this isn't really HR, and most of the examples are would fall into general management consulting.

VERY HIGHLY RECOMMENDED BY STERN'S MANAGEMENT REVIEW.!
After the transactional work of HR has been automated, centralized, eliminated, or outsourced, what is left, and of greatest value, forms the core of this book. In brief, the book is about creating a business-oriented HR function. The book's springboard is a range of future-focused questions such as:
- Why does HR matter so much today?
- How can HR get line managers to be concerned about HR issues?
- What can HR do to connect with the interests of all stakeholders?
- How to create a strong line-of-sight between business strategy and HR.
- How does HR contribute to intangible value creation?
- What are the evolving roles of HR? How can HR be organized to be strategically focused?
The authors confront these challenges with clarity and insightfulness. The central message is that HR must deliver value in the eyes of line management, investors, customers, and employees.

The book is organized around an "integrated HR blueprint" consisting of five elements:
- external realities;
- stakeholders,
- HR practices,
- HR resources, and
- HR professionals)
From these the authors have set forth 14 criteria that profile an effective HR function. To bring these criteria to life the authors present a four-phase process for transforming the HR function-this process integrates and applies the book's central themes. The book is broad-ranging and compelling. We very highly recommended this work. Every HR practitioner should consider this book must-reading.'

Buy this book
These guys are amazing. Puts HR in its proper perspective of adding company value. Wonderful.