The Role of Human Resource Management

This assignment examines the crucial role of Human Resource Management (HRM) in contemporary organizations. It analyzes how effective HRM practices influence organizational outcomes, including performance and strategic success. The document explores various HRM functions, such as recruitment, training, compensation, and employee relations, and their impact on overall organizational effectiveness. Additionally, it discusses the challenges and future trends in HRM within the evolving business landscape.

Managing Human
Resources

Table of Contents
INTRODUCTION......................................................................................................................3
Task 1 ........................................................................................................................................3
1.1 Guest's model of HRM....................................................................................................3
1.2 The differences between Storey's definitions of HRM, personal and IR practices.........4
1.3 Implications for line managers and employees of developing a strategic approach to
HRM in a Unilever company.................................................................................................4
TASK 2.......................................................................................................................................6
2.1 Flexibility might be applied in practice in Unilever UK.................................................6
2.2 Types of flexibility which develop by Unilever UK ?....................................................6
2.3 How the employee and employer will be affected by the use of flexible working.........7
2.4 The changes in labour market..........................................................................................8
TASK 3 .....................................................................................................................................8
3.1 Forms of discriminations.................................................................................................8
3.2 Implications of equal opportunities.................................................................................9
3.3 Various approaches to managing equal opportunities and managing diversity............10
TASK 4 ....................................................................................................................................10
4.1 Different methods of performance management...........................................................10
4.2 Approaches to the practice managing employee welfare...................................................11
4.2 Impact of work-life balance...........................................................................................12
4.3 Implications of health and safety legislations on human resources practices...............12
CONCLUSION........................................................................................................................13
REFERENCES.........................................................................................................................14

INTRODUCTION
Around 3 billion people use the products of Unilever UK which deliver so many food
stuff and other goods and services. In order to attract customer, company may use variety of
methods and strategies. Unilever is the world's largest food producer and deliver its goods
and services in around 190 countries (Snell and et. al., 2015). Organization always try to
increase their number of customers and provide them a best possible product for increase
their standard of living. Managers of Unilever UK can manage the performance of company
in international market. The organization owns 400 brands and focuses on increase the
number of customer. Leaders and managers need to evaluate HRM strategies, outcomes and
practices. Behaviour, financial and performance outcomes are also determine by the staff
members of an entity. The organization is also engaged in production of beverage, cleaning
agents and personal care products.
Task 1
1.1 Guest's model of HRM.
HRM model is a related with man power in the organization and their work quality. It
is a narrower concept then a traditional personal management. Model of HRM is is totally
different from traditional personal management (Anderson and Anderson, 2010). Further, this
type of theory is introduced by the David guest which has six dimensions. In this model
managers are need to make HRM strategies, practices and outcomes and behaviour, monitory,
work quality, performance outcomes as well. Model of HRM has a straight relationship with
valued business conflicts. It is help company to identifying the work quality of workers and
their performance in a specific job which entity would allot them. It also assist in employee
relationship between on person and the company. Unilever UK company is opted the HRM
model means model is used within organization for identifying the workers are perform well
or not to meet the goals and objective. On the determination of above mention model it is
clear that HRM model is help in making strategies and planning which is a forecasting

procedure (Armstrong and Taylor, 2014). Therefore, HRM practices are helpful in making
strategies and execute them in a appropriate manner. Through this firms can be increase their
level of production and improve their earning efficiency as well. This model is able to boost
up the confidence of workers and firms as well.
1.2 The differences between Storey's definitions of HRM, personal and IR practices.
Here, few major organizational elements which having a great impact on existence
of businesses. Further, these factors are financial resources, technological resources and
human resources. Whereas, HRM is different approach which is related with seeks to recruit
a skilled workers who are help Unilever company to meet their goals and objective. They
select employees by using cultural and personal techniques. HRM is mainly related with
skilful workers its means that HRM thinks workers are the assets of the company but not a
expenses for them (Armstrong, 2011). The main objective of HRM is appoint skilled and
knowledgeable staff for a efficient success of an entity. It focuses on providing training,
development and provide appropriate solution for every specific problem. HRM has a
different perspective with personal management and Industrial Relation(IR) but framed a
new policies and contradiction for these two factor. Further, it is related with the making new
strategies and plans which assist company in decision-making process. Storey's has
determine the theories which are related with hoe personal management and industrial
relations are connected with HRM model. Storey has evaluate the few differences between
personal management and industrial relation against HRM practices which are as aligned
below:
 Beliefs and assumptions- Unilever is need to maintain personal
management and industrial relation but food production function of
company wants HRM.
 Strategic aspects- Unilever take some time in taking decision
regarding personal management and IR. But when management is
going to make plans for worker then they provide fast and best
possible suggestion for them (Bacal, 2011).
 Payments- Members of Unilever is give payments to workers
according to their work performance.

1.3 Implications for line managers and employees of developing a strategic approach to HRM
in a Unilever company.
The line managers and employees plays a vital role in Unilever organization.
Implications of line managers is important for a smooth working of company. Some
significance of line manager are as aligned below:
 Line managers can monitor the daily performance of each workers and give
appropriate guidance to them in order to meet goals and targets.
 Line managers can manage the operation function of an organization for
reduce production cost of Unilever.
 By using advance technologies needs to solve each and every problem and use
them in a efficient manner (Berman and et. al., 2012).
 They can monitor the daily routine of their workers and allot work according
to their skills and knowledge.
 They needs to find the implementing HRM practices.
 Line managers able to settle the daily routine of their workers and can allot
work to them to meet pre plan goals.
 They are able to check al over performance of employees as well of
organization. They have to determine work quality and give suggesting in
order to improve them.
 Line managers can directly deal with clients for getting feedback of their
workers.
According to HRM practices, employees are the valuable assets of Unilever company
which assist entity in its over performance. Implications of line managers are as defined
below:
 Leaders and managers of Unilever can framed a work schedule of each
workers and allot work to them according to their skills and knowledge
(Boxall and Purcell, 2011).
 Employees play a vital role in achieving the target of company and put it on a
profitable position.
 If employees are collect all their efforts and perform work accordingly then
they can increase the earning efficiency of an entity.

 Employees are motivated and get innovative factors to complete work, which
is provided by the line managers.
TASK 2
2.1 Flexibility might be applied in practice in Unilever UK.
Flexibility provides a opportunities to company to build image and performance in
global market. Unilever can increase its working quality and performance as well in
international market. Through which employees can receive a information related to better
job opportunities, growth, more jobs, good wages and working conditions (Bratton and Gold,
2012). Flexibility in Unilever company can come from both sides like employer and
employees. Flexibility promises to build competition strength and manage their work
accordingly. Changes in every sector are important for Unilever because through which they
get a variety of ideas and techniques to meet target. Unilever is the world's largest food
producer. It produce so many variety of goods and services the process wants lots of
techniques and technologies. According to time and work performance company needs to
update their technologies or change them. An advance techniques provides opportunities to
grow in international market and give strength to maintain performance globally. Greater
flexibility attract huge number of employees and increase earning efficiency as well. The
flexibility model is play a efficient role in hight unemployment rate, interest rate and slower
economic growth. Employees' flexibility in Unilever company provide good working
environment and more interesting job offers (Crook and et. al., 2011).
2.2 Types of flexibility which develop by Unilever UK ?
Various types of flexible working condition are opted by the Unilever and develop
them as well. All different kind of flexibilities are dissimilar in nature. Through which
employees can maintain both professional life and personal life together. Flexibilities give an
idea to worker, further how they can manage their work within a appropriate time. This type
of flexibility is beneficial for both employer and employee. Through which employer can
reduce worker turnover, increase earning efficiency and maintain operating and management
cost. On the other hand, employees can balance their private life and working time in
Unilever company. Different types of flexibilities in Unilever are as follows:

 Through flexibilities workers can manage work with time, like when they
needs to start work and end up in a appropriate manner (Daley, 2012).
 Employees have to manage working activities in Unilever organization
regarding short term time management in functional flexibilities.
 In numerical flexibility, leader need to identify requirement needs of
workers and execute them where it is necessary.
 Financial flexibility manage, structure pay system of Unilever company.
 Further, through this employees can get a more options regarding work and
can be select one of them.
2.3 How the employee and employer will be affected by the use of flexible working.
Flexible working is beneficial for both employee as well for employer. Employees
can be affected in various ways by using flexible working which are as aligned below:
 Employees can get a more option regarding new job vacancies and other best
alternatives (Decker, Riley and Siemer, 2012).
 Through this, workers can balance both personal life and professional life
together.
 Flexible working able to increase standard of living of workers and boos up
their confidence towards job.
 It can also increase employee's working quality and improve their working
efficiency as well.
 With the help of successful flexible working labours can make effective plans
and strategies to meet pre planed goals and objectives.
 With this workers can complete their work on time and without any kind of
interruption.
It is beneficial for employers as well. Various ways in which employers get affected
are as aligned below:
 With the help of flexible working employers can increase work performance
of Unilever company in international market (Fee, 2014).
 Employer can reduce operating cost and overall work quality of organization.
 They can reduce labour turnover and improve working efficiency.

 Flexible working is also assist employer to increase their earning efficiency
and put company in a profitable position.
2.4 The changes in labour market.
Labour market flexibilities defines that potential and ability of labour regarding
changes in market situation like demand of labour and changeable market wage rate. In this
system Unilever ensures that they recruit right person for the right job. Organization have to
appoint skilled and knowledgeable person in order to meet company's pre plan goal and
objective (Gil-Aluja, 2013). Some different factors which affect labour market flexibilities
are as follows:
 Mobility of labour- Mobility stands for labour move from one place to
another place. In which they can change their job profile and the entire job
environment as well. Labour can easily move from one industry to another
and be able to leave job whenever they want and select the another one.
 Local and national pay bargaining- National rates are affect the rates local
pay. It means, if rates of pay are fix at national which not affect the rates at
local level. In that situation labour rates are not be determine at local level if it
is evaluate at national level (Glendon, Clarke and McKenna, 2016).
 Labour wage rate flexibility- According to the labour market, the minimum
or maximum rate of wages are fixed on the basis of demand and supply of
labour work force. Wage rates are decided on the basis of market demand and
supply of workers in international market.
 Workers migration- It encourage migration of labour from one country to
another. It maintain the availability of labours in every market.
TASK 3
3.1 Forms of discriminations.
Employment discrimination is happened on the basis of race, gender, skin colour,
tradition, culture, caste, region, age and place of birth. Discrimination is consider as illegal in
any organization. For example; male and female two candidates who are equally qualified
and having a same class of work experience but earn different salary because of gender, it is
purely a discrimination between male and female on the basis of gender. It cab be happened

in any organization whether small or large entities. Discrimination is happened on the basis
of following factors are as aligned below:
 Discrimination on the basis of gender- It is a kind of discrimination which
involves many factors (Gruman and Saks, 2011). Sexual harassment is the
common factor which can be done in mostly entities. Firms pay different
wages to both male and female whether they both are equally qualified and
having a same degree of qualification or having equal experience in same
field.
 Discrimination on the basis of religion, cultural and tradition- In this
process, people can treat various person unfairly means not treating all
person equally with in the organization. Discrimination on the basis of
religion and cultural is prohibited by law. In this, entities negatively treat
each person.
 Discrimination on the basis of age- It means treating differently with each
group of people (Guest, 2011). They give unequal pay to various age groups.
Like; to young person they give better amount but not in case of adult-cent.
3.2 Implications of equal opportunities.
The Unilever organization promote equal opportunities to every person and involved
some activities which support it in a well manner. Unilever UK set the policies, procedure
and rules which help support equally to all person and can able to produce variable outcomes
within organization. The company give preference to equal pay to equal work. This entity
will not be make any discrimination between person on the basis of gender, religion, cultural,
age, tradition etc. In which equal opportunities are provided to every member and give
equally support to them. Unilever UK treat positively to each and every person give same
importance to them. Here, various practical implications of equal opportunities are as
mentioned below:
 Unilever UK clear that sexual harassment is not at all acceptable within the
organization.
 Company make clear commitment with their workers that no discrimination
happen within premises and provide equal opportunities to every employee
(Harzing and Pinnington, 2010).

 Discrimination is not possible in Unilever on the basis of age, caste, race
religion etc.
 It provide same wages to equally achieved qualification by bot male and
female.
3.3 Various approaches to managing equal opportunities and managing diversity.
Managing diversity is refers to management of workforce and may not be
discriminate on the basis of race, caste, religious etc. It allowing every person to perform
their task according to their ability and work quality. On the other hand, managing equal
opportunities stands for provide same working condition and environment to all member
within the premises. Unilever must ensures that working conditions and environment are free
from discrimination and harassment which proved better comfort level to workers.
Companies need to make plans and strategies accordingly to policies and procedures framed
by government and set targets related to equal opportunities which are enforceable by law.
Equal opportunities support human right, work in providing social benefits workers and
according to legislation (Jackson, Schuler and Werner, 2011). Whereas, managing and
valuing diversity is assist Unilever UK to improve production quality and increase
productivity of their premises as well. Demographic changes like; women start working in
companies, internal reconstruction of an firm which require entities take a review of their
management theories and can be use effective innovative ideas and creative methods for
managing their performance in international market. But both approaches are helpful for
Unilever company. Both methods having similar aim is to protect the right of an individual
and maintain their work quality. These having same objective which support Unilever in
smooth working of company and maintain performance of the entity.
TASK 4
4.1 Different methods of performance management.
Performance management is the method of determining the performance of
individuals and manage their work in a effective way. Further, it is a development procedure
which provide overall development to each worker and give proper support to them. It is a
method which motivate employees regarding work and provide equal opportunities to them.
Various methods performance managements are as aligned below:

 Management by objective- It is helpful in determining the overall
performance of workers. Through which Unilever UK can evaluate goals of
each worker and motivates them towards completing work on timely and
efficient manner.
 Forced ranking- It is a method which help company in measuring overall
performance of workers and employee's achievements in a particular task
(Jiang and et. al., 2012). Through which companies can determine they how
much person can achieved in a specific unit of work.
 Graphic rating scale- This method is very useful in Unilever company
which is a world's largest food producer. In this approach entity can
determine performance of each individual by rating their job performance
and give rank accordingly like 1 to 10.
Comparison in between above mentioned methods;
Graphic rating scale is a useful method for Unilever because it measured performance
of each workers. Further, it is beneficial method then other because it gives strength to
company. Through which Unilever can improve the work quality of their worker. Forced
raking will assist company in measuring their achievement regarding meet goals which is not
provided by any other methods. On the other hand, management by objective give a
opportunities to determine the overall performance of their employees which is not be
determine by other approaches (Kakuma and et. al., 2011).
4.2 Approaches to the practice managing employee welfare.
Unilever UK organisation take cares about the interest of their workers because
workers are the backbone of the company. For better and long running of the company the
management ensures the safety function about their employees. They also give them time
flexibility so that they can done their regular work of their life. Some other points are:
welfare working for employees: the organisation work for the healthy and secure life of their
employees. They work in the welfare of their workers. They provide them security of life.
They provide good food, emergency alerts in the industry. So in case of any emergency the
alarm rings (Pfeffer, 2010).
 Convenience facility: they provide proper facility to their workers so they can
not get bored or inconvenience for any kind service.

 Monthly camp for check up: the firm also provides the regular health care
campaign for their workers so if they are suffering from any diseases they can
get proper vaccine.
 Workers family welfare: they also take care about their workers family. So, in
any case they can get help fr4om the organisation. The firm always works for
the welfare of their employees.
4.2 Impact of work-life balance
In organisation the company are facing the problem with the entering of new
generation in work force (Ployhart and Moliterno, 2011). In Unilever company work life
balance is an integral part which have direct impact on the recruitment, productivity and the
performance of the organisation. If there is poor life balance in organisation then it will be
negative impact on the other employees and it become difficult for the company to achieve
the goals (Kern, 2014). The company have to achieve the long term objectives then the
manager have to focus on the work balance of the employees. The manager have to set the
primary objectives for promoting the work life balance in organisation and should provide the
positive environment to employees.
4.3 Implications of health and safety legislations on human resources practices.
Health and safety is a separate function which is helps the employees of Unilever UK
to take care about their employees (Wright and McMahan, 2011). They are doing this work in
welfare of their workers. If in any case their employee got injured, they are going to take care
about them. So it is their duty towards their employees to give assurance for their health. A
healthy and safe workplace increases the efficiency of the employees and also increases the
productivity of the organisation. Proper functioning keeps the health of the workers good.
The safe and healthy environment is the basic right of any human. So the organisation
maintains that to keep their workers healthy and fit.
 Production quantity: an unhealthy and unfit worker do not be able to produce
that much quantity of goods as compared to healthy and fit worker. The
healthy worker can work by more willing and power but the ill worker do not
work by the maximum force (Human Resources, 2016).
 Efficiency: an unhealthy worker will decreases the efficiency of the firm and
take more time for any work. Whereas a healthy worker take less time for

work done by him and increases the efficiency (Zheng, Yang and McLean,
2010).
 Consumer complaints: the consumer complaints more and more about the
quality of the product because unfit workers do not produce the good quality
products and it affects directly on costumers rate.
 Lower Production quantity: Efficiency: Consumer complaints:evenues: the
sales of the goods decreases due to bad quality products and it affects the
revenue earn by the company directly (Managing Human
ResourcesManaging, 2016).
 High staff turnover: employees got sick and then they will take the leave
from their works and in that place other workers get recruited in the firm. So it
increases the staff turnover due to existing staff and new staff.
CONCLUSION
On the basis of above report, it is concluded that Unilever uses various types of
methods and approaches which can help company to increase their work efficiency and
improve their performance as well. They need to use various types of safety and healthy
legislation which can provide proper safety environment to their workers. Flexible working
can improve work quality and able to manage work accordingly. Various types of factors
which Unilever can use for smooth working of their company in international market.

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