The contribution of HRM and L&D in different types of organization 95 Provide advice ­ improve the quality of employment relationships by advising managers on the implementation of HR policies and procedures, on employment issues and on handling people problems. Develop the employee value proposition ­ take action to improve the value of what the organization offers to prospective or existing employees in order to persuade them to join or remain with the business. Promote the well-being of employees ­ help to improve the quality of the work environment, covering how people are treated at work in such areas as health and safety, reduction of stress and work­life balance issues. Promote social responsibility ­ formulate socially responsible HR policies on such issues as equal opportunity, the management of diversity, flexible working, harassment and bullying, and ensure they are implemented. Act as the guardian of the organization's values and ethical standards concerning people, pointing out when behaviour conflicts with those values or where proposed actions will be inconsistent with them. Ulrich (1998) called this the `employee champion' role. Ensure compliance with employment law ­ develop and implement