I have read about 70 % of this book from Ulrich and Brockbank (2005) and here are some thoughts so far:

The main focus is on HR but I don’t see any reason why managers cannot find information in this book that is relevant to their role. I am more inclined to call it ‘HR/Management Value Proposition’. This is my interpretation of the framework

Ulrich and Brockbank explore about the awareness needed to identify the internal/external stakeholders and the external forces/reality (think PESTEL) which can impact or create opportunities for the organisation.  It refers to understanding the requirements of the stakeholders and align the practices to match those.

Some questions that I asked myself while reading this book are – Who are my stakeholders? and what value am I creating and providing for my stakeholders? (Ulrich and Brockbank (2005) say that ‘value is defined more by the receiver than the giver.’ The book recommends HR professions to ‘think and act like customers’ i.e. if I am the customer, how should I be treated? & ‘think like a competitor’ as well. i.e. what parts can the competitors take advantage of? Again it says HR but I strongly believe every employee in an organisation needs to ask this question i.e. ‘what if?’

The logic is straightforward, i.e. the activities inside an organisation impact the service delivery externally.  It highlights the key role played by a manager by stating ‘managers must build organisational capabilities but also cultivate personal abilities’. So it is the line manager that shapes the policies so the focus on building a relationship is necessary.  If employees are encouraged to provide feedback they go a long way in shaping and building a healthy ‘psychological contract’.

Reference: Ulrich, D & Brockbank, W (2005) The HR Value Proposition. Harvard Business School Press.