contemporary issues in human resources

1. Contemporary Issue in Human Resources: ‘Employee Advocacy’
Submitted to:
Dr. R. Sujatha
Assistant Professor
Submitted by:
Saloni singh raghav
MBA-HR
C-06
A0102313133

2. Employee Advocacy
Introduction
Employee Advocacy is a term that may refer to the following conceptions:
 A behavior of employees when they advocate their company (employer) in external and
public communications. In other words it is when employees sincerely support reputation
and promote positive image of their organization. Acts of employee advocacy may
happen as a return from a continually positive, constructive and friendly approach that a
company demonstrates in respect of workers. A good level of employee advocacy may
indicate proper employee loyalty, effective corporate culture, and robust ethics. It is a
natural protection against corporate reputation failure.
 A function that is established in some companies. It is performed by a manager appointed
to be the “employee advocate” who knows interests of the employees and champions
them when they seem to be put at risk by the company plans. A task of employee
advocate is to motivate finding a win-win compromise between them (in other words he
protects interests of employees against possible neglect).
Needof employee advocacy
In an ideal world, everyone would love their job. You’d wake up, rub the sleep from your eyes,
and you’d take in the light of the new day with optimism in your head and excitement in your
heart. You’d feel inspired, energized, keen to see what challenges await. You wouldn’t be
spending your days in some dead-end job, no sir, not tied to some mind-numbing, repetitive
procedure you have to undertake over and over just to pay the bills. In an ideal world, you’d be
doing something that you were truly passionate about.
1)Building a Culture of Passion
For this reason, employee advocacy is more important than ever in the information era – but you
can’t just send out an e-mail asking staff to share your latest company news via their social
profiles. We’ve seen that move attempted many times – an individual re-tweeting a company
update verbatim or sending out a clearly pre-prepared message is not an advocacy program. Such
acts only highlight how much your brand has missed the point – what you need is staff sharing
info because they actually want to share it, because they care about the topics in discussion.

3. 2)The Key to Employee Advocacy – Empowerment
Human beings are driven by purpose. Providing a clear purpose and mission is the only way to
get genuine emotional investment in what you do. Studies have shown that financial incentives
don’t work, long-term – what people need is importance, relevance, a defined need for what they
do. In order to build a culture of passion, you need to consider what role your company plays in
the world – what was the driving ambition or passion that lead to the creation of the company in
the first place?
3)A Matter of Trust
A little while back I was watching a documentary about legendary British post-punk band Joy
Division. Joy Division, for those unaware, were a four-piece group from Sanford, England who
became known for their intense sound and deep lyrics, sung in the unmistakable tones of their
enigmatic front man, Ian Curtis. In total, Joy Division only existed for four years, from 1976 to
1980 – their time was cut short by Curtis’ suicide on the eve of their first North American tour –
their biggest yet
Value Preposition
 Set up an internal "professional development" and "methods and tools" group for HR. This
small team should do research, benchmark, study labor markets, and look at new tools and
vendors - and create a series of certifications and training programs for the HR team.
 Examine the new environment and identify:
 What are the new critical success factors for my company?
 What are the skills needed to deliver?
 How am I different from the competitor?
 Basically conducting a research to identify the existing market trends.
 Conducting internal training programs for your existing employees to align them with the
changes happening in the external environment.
 Create more specialists and fewer generalists. Specialists fall into the categories of
Learning and OD, recruitment/assessment, and employee relations.
 Implement latest technology in your organizations in order to be in pace with your
competitors. Make the employees aware as to why it is important and how will it help
you attain competitive advantage.
 Encourage out of the box thinking amongst your employees. Focus on the business issue
your stakeholders face no matter how minute they are.

4. Hypothesis
H1: Employee advocacy will improve organizational effectiveness.
H2: Employee advocacy will not improve the organizational effectiveness
Data Collection
For the purpose of collecting data on ‘Employee advocacy’, survey method will be the most
feasible one as it requires data on a much larger scale and various countries and companies can
be targeted for the same.