Employee Champion

Ulrich argues that with the changing psychological contract of employment HR should be made accountable for ensuring that employees are fully motivated and engaged. He argues that it is HR’s role to ensure that line managers understand the critical link between employee motivation and organisational performance and how this link can be sustained.

HR also have to play the role of employee champion. This requires delivering development programmes that ensure personal growth, helping employees meet the demands placed on them in the workplace, as well as taking on an advocacy role, i.e. acting as the voice of employees in discussions with management, ensuring that this is heard and understood.