Human Resource Management Assignment On Unilever
Added on -2020-02-12
Unilever is the world's largest food producer and delivers its goods and services in around 190 countries (Snell et. al., 2015). Managers of Unilever UK can manage the performance of the company in the international market. Leaders and managers need to evaluate HRM strategies, outcomes, and practices. Behavior, financial and performance outcomes are also determined by the staff members of an entity.
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Managing HumanResources
Table of ContentsINTRODUCTION......................................................................................................................3Task 1 ........................................................................................................................................31.1 Guest's model of HRM....................................................................................................31.2 The differences between Storey's definitions of HRM, personal and IR practices.........41.3 Implications for line managers and employees of developing a strategic approach toHRM in a Unilever company.................................................................................................4TASK 2.......................................................................................................................................62.1 Flexibility might be applied in practice in Unilever UK.................................................62.2 Types of flexibility which develop by Unilever UK ?....................................................62.3 How the employee and employer will be affected by the use of flexible working.........72.4 The changes in labour market..........................................................................................8TASK 3 .....................................................................................................................................83.1 Forms of discriminations.................................................................................................83.2 Implications of equal opportunities.................................................................................93.3 Various approaches to managing equal opportunities and managing diversity............10TASK 4 ....................................................................................................................................104.1 Different methods of performance management...........................................................104.2 Approaches to the practice managing employee welfare...................................................114.2 Impact of work-life balance...........................................................................................124.3 Implications of health and safety legislations on human resources practices...............12CONCLUSION........................................................................................................................13REFERENCES.........................................................................................................................14
INTRODUCTIONAround 3 billion people use the products of Unilever UK which deliver so many foodstuff and other goods and services. In order to attract customer, company may use variety ofmethods and strategies. Unilever is the world's largest food producer and deliver its goodsand services in around 190 countries (Snell and et. al., 2015). Organization always try toincrease their number of customers and provide them a best possible product for increasetheir standard of living. Managers of Unilever UK can manage the performance of companyin international market. The organization owns 400 brands and focuses on increase thenumber of customer. Leaders and managers need to evaluate HRM strategies, outcomes andpractices. Behaviour, financial and performance outcomes are also determine by the staffmembers of an entity. The organization is also engaged in production of beverage, cleaningagents 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. Itis a narrower concept then a traditional personal management. Model of HRM is is totallydifferent from traditional personal management (Anderson and Anderson, 2010). Further, thistype of theory is introduced by the David guest which has six dimensions. In this modelmanagers 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 withvalued business conflicts. It is help company to identifying the work quality of workers andtheir performance in a specific job which entity would allot them. It also assist in employeerelationship between on person and the company. Unilever UK company is opted the HRMmodel means model is used within organization for identifying the workers are perform wellor not to meet the goals and objective. On the determination of above mention model it isclear 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 makingstrategies and execute them in a appropriate manner. Through this firms can be increase theirlevel of production and improve their earning efficiency as well. This model is able to boostup 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 existenceof businesses. Further, these factors are financial resources, technological resources andhuman resources. Whereas, HRM is different approach which is related with seeks to recruita skilled workers who are help Unilever company to meet their goals and objective. Theyselect employees by using cultural and personal techniques. HRM is mainly related withskilful workers its means that HRM thinks workers are the assets of the company but not aexpenses for them (Armstrong, 2011). The main objective of HRM is appoint skilled andknowledgeable staff for a efficient success of an entity. It focuses on providing training,development and provide appropriate solution for every specific problem. HRM has adifferent perspective with personal management and Industrial Relation(IR) but framed anew policies and contradiction for these two factor. Further, it is related with the making newstrategies and plans which assist company in decision-making process. Storey's hasdetermine the theories which are related with hoe personal management and industrialrelations are connected with HRM model. Storey has evaluate the few differences betweenpersonal management and industrial relation against HRM practices which are as alignedbelow:Beliefs and assumptions- Unilever is need to maintain personalmanagement and industrial relation but food production function ofcompany wants HRM. Strategic aspects- Unilever take some time in taking decisionregarding personal management and IR. But when management isgoing to make plans for worker then they provide fast and bestpossible suggestion for them (Bacal, 2011).Payments- Members of Unilever is give payments to workersaccording to their work performance.
On the basis of the above report, it is concluded that Unilever uses various types of methods and approaches which can help the company to increase their work efficiency and improve their performance as well. They need to use various types of safety and health legislation which can provide a proper safe environment to their workers. Flexible working can improve work quality and the ability to manage work accordingly. Various types of factors which Unilever can use for the smooth working of their company in the international market.
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