HR heads and personnel managers can explain how the Harvard model of HRM integrates four key areas, i.e., Stakeholder Interests, HRM Policies & Choices, Situational Factors, and HR Outcomes, into one cohesive system. You can leverage this remarkable set to demonstrate the key requirements and drivers for future HR operating models. You can educate the audience on how the Dave Ulrich Model of HR Roles proposes four key roles for HR professionals, i.e., administrative expert, partner, change agent, and employee champion. You can further visualize key aspects related to the HR Transformation Model, the HR Business Partnership Model, etc.