Two prominent human resources and business strategy frameworks include the Harvard Framework, which aligns HR practices with overall business strategy, and the Ulrich Model, which emphasizes different HR roles and their contributions to organizational success. The Harvard Framework ensures HR activities support and drive the company's strategic goals. The Ulrich Model defines roles like strategic partner, change agent, and administrative expert, highlighting HR's multifaceted contributions. Elaboration: Harvard Framework: This framework emphasizes that HR practices should be strategically aligned with the business strategy. It recognizes that effective HR management is crucial for achieving overall business objectives. Key elements include strategic planning, staffing, performance management, and rewards, all designed to support the company's direction. Ulrich Model: This model focuses on the different roles HR professionals can play within an organization. It categorizes these roles into strategic partner, change agent, employee champion, and administrative expert. By understanding these roles, HR can better align its activities with the business strategy and contribute to organizational effectiveness. For example, an HR professional acting as a strategic partner would work closely with business leaders on workforce planning, while as a change agent, they would help facilitate organizational change initiatives