Impact of National and Corporate Culture on Staff Management in Unilever

This report analyzes the impact of national and corporate culture on staff management in Unilever. It discusses HRM models and job design strategies used by Unilever. It also provides examples of good HR practices and recommendations for improving managerial performance.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Strategic HRM models and concepts..........................................................................................3
Difference between HRM and personnel....................................................................................4
Strategies of human resources.....................................................................................................5
Analyse the impact of national and corporate culture on the management of staff....................6
Analyse job design strategies......................................................................................................8
Example of Good HR practices...................................................................................................9
Recommendation...........................................................................................................................10
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation termed to the combination of several actions that are putting forwards to
attain effective targets. It utilise diverse resources such as human resources, financial resources
and as well as natural resources. All the workers contribute their impact to attain aims. Human
resource manager is accountable to maintain the behaviour of all workers in business by which
skilled use of resources can manages. The management consider in this report is Unilever. It was
founded in 1929. Its headquartered is in London, United Kingdom. Unilever provide customer
products like health items, beauty goods and personal care. The following report covers the
HRM model and concept, differences between HRM and individuals organisation. It also
involves effects of national and corporate culture of staff of business (Boselie, Van Harten, and
Veld, 2021). Management manages measured to maintain human resource that contribute to
surviving competitive benefits. Job design tactics are explained in this report. Corporate example
are utilise of transitional and local management to present products in HR practices. At last of
this project, recommendation and advices are followed to increase managerial performance.
TASK
Strategic HRM models and concepts.
Framework of human resource management deals with skills, knowledge and aspects of
individual in the management. It is accountable to make functions effectively by which
management can attain desirable targets. It create and control all the behavioural actions in the
business and concentrates on enhancement of workers performance. Human resources managers
of Unilever plan, organise, direct, correlate, and as well as control all the workers that resulted in
profit maximisation. Some of the strategic human resource models are as follows - The Harvard model – This framework of human resource management involves six
factors that are situational factor, stakeholder interest, Human resource sections, HRM
policies choices, feedback divisions and effective issues (Budiarti, 2021). Unilever utilise
such framework at the time of strategic decision making in context to stakeholders and
situational components such as labours marketplace, technology, social values and rules. The Fombrun model – This framework effectively concentrates on human resource
management operations such as appraisal, workers, interconnected, selection, rewards

and growth. The managers of Unilever utilise such framework as they have to
concentrates on actions of human resource in the business. The Guest model – Managers majorly focuses on six factors in this model that are HR
result, HR strategies, performance outcome, behavioural outcome, HR practices and as
well as financial outcome (Carden, Kovach, and Flores, 2021). Managers of the
Unilever concentrates on such actions that increase the presentation of workers that offers
financial advantages to staff members and management as well.
 The Warwick model – It basically concentrates on five factors like HRM relation,
business tactics content, HRM content and internal relationship. Unilever set of the
performance and evaluates the variations among context and content.
Difference between HRM and personnel
Human resource management and personnel organisation are both diverse section that are
required for every business. Without such operations, performance of workers are not evaluated
suitable that is required to hold the outcomes. Unilever involves both division in their business to
meet individuals requirements (Collings, and et.al., 2021). The difference between human
resource and personnel management are discussed below -
Basis Human resource management Personnel management
Meaning Section of an organisation that
basically concentrates on using of
workers resources that is termed as
human resources organisation. It
include activities such as position. It
include actions such as actions such as
position. Selecting and maintaining
workers in the management.
It involves administrative work that
concentrates on the development of the
business. Unilever try to hold their
workers with the support of personnel
organisation with the support of
personnel management. It motivates
management for their success by
managing positive situation in the
business.
Approach It is a contemporary approach of
business that operates with human
aspects. Human resource managers
It is termed as a traditional approach
that manages diverse actions of
workers in business. Unilever have

plays significant role in Unilever by
solving all the issues of workers in
business.
distinctive managers who recruit
workers and meet their desires.
Type of
function
It is termed as a strategic operations
that include broader field. Human
resource managers of Unilever
concentrates on fundamental operations
such as recruiting and staffing (De
Cieri, Sanders, and Lin, 2022).
It is a regular operation that operates
human behaviour on suitable basis in
the business. Unilever attain targets
with the support of personnel
organisation due to which they have
sort of all the operations that are
forward out by workers.
Communicat
ion
Workers can effectively interact with
human resource managers. HR leaders
of human resources are effectively
approachable in business.
Workers manages their approaches
personnel organisation effectively.
They have to communicate with
Human resource executives for their
issues.
Strategies of human resources
Human resource tactics in management is generally based on the plans that supports in
maintaining human capital as according to managerial actions. The human resource tactics
involves several field that are related to Human resources such as recruiting, performance
appraisal, growth and compensation (Hui, 2021). Moreover, particular strategies of human
resources that are as follows -
 Providing security to employees – It is one of an efficient dealing that are linked with
employment safety in more efficient manner. The dealing is based on several aspects that
make workers feel secure at the time of their performing and offering them effective
services about medical facilities. HRM division of Unilever need to manage urgency
medical kit and should conduct schedule that are linked with workers regular health
check up.
 Selective hiring - Hiring the right people – It is second effective exercise that enable
selecting and recruiting in the business that supports on adding standards to worker's

strength. By such recruiting Unilever is capable to select workers retaining power on
roles that are needed to performed by workers.
 Self - managed and effective teams – By creating team work is one of an efficient
practice that supports on maintaining their groups as according to the desirable targets
and as well as objectives of the business. The management of Unilever and their HRM
divisions by performing such exercises is capable to present work with effective section,
Analyse the impact of national and corporate culture on the management of staff.
Culture refers as the standard, value and as well as aspects that are different in the team
of individuals. The respective are effectively different in the manner of their personality, aspects,
beliefs and as well as standards. Hence, the business in need to look for al the cultural factors at
the time of maintaining their workers in the business. Culture present a dealing with a respective
puts hard efforts and set effective criteria (McDonnell, and et.al., 2021). For instance, each
respective will have diverse view to make their availability of providing their products.
National culture refers as the managerial standards, belief, aspects that are engaged with
the workers at the time of performance in the nation. They are directed and followed in the
nation in that they share similar roles. The respective will have some sameness as they have
British nature. Hence, the national culture might not bring higher effects on the business by
which they have lower term of sameness between respective, society and values. In the Unilever,
the business generally functions their production part in UK. Likewise, the business of staff
exercises become effective in which all the workers are well-known to the nation policies and
hiring and as well as selection basis, managerial culture as well.
Corporate culture refers to the impact by the nation in which firm is operating. In this,
ethics values as well as attitude around the nation. Hence, the organisation might get influenced
from the culture of organisation as the workers communicate with several consumers around the
world. Organisation might ascertain issues in strategies of communication, legal policies of
several nations. In context to the Unilever, management has impacted from this culture as the
firm is scaling into the market at the global level. It presents that, their management belongs to
diverse respective that develop languages and attribute issues (Mirčetić, and et.al., 2022). The
management require to eliminate the situation of barrier and issues that might have an impact on
their performance. Furthermore, the management is based on identification of workers and
maintaining managerial dealings. On the other hand, corporate culture refers not to presenting

over cumulative aspects of the business. By such views the business is capable to maintain their
management by interacting and managing their managerial statement in more efficient way.
Human resource management supports in creating traits in individual while recruited. Culture in
business such as Unilever enhance their performance and increase their potential terms in the
staff members.
Culture operates on behavioural issues that they had faced by workers at the time of
working in the business. Corporate cultures hold effective impact on economical choices that
develop modification effects on the business. Also corporate culture lead on creating workers
working in Unilever to accomplish professionalism in management (Pelit, and Katircioglu,
2021). Effective corporate culture makes effective managerial situation that develop on making
culture that become positive aspects. Then corporate culture utilise three fundamental
perspective that are substance, strength and as well as adaptability that are evaluated with
economical performance by profit, return on investment and stock cost. Unilever by utilising
corporate culture will make significance that hold their consumer, investors and as well as
workers. It makes culture fit in management and varies to adapt high efficient manner. The
management makes short term of success that are different on those sections to make longer
period of targets that are attained by the management such as Unilever, it will decrease their
development capabilities in business. By corporate culture, Unilever have progressed in effective
direction of making goods sold in the marketplace, Managers as Disciplinarian in context to
corporate culture might force their manager to perform new roles of disciplinarian and correct
workers natures. A managers operates in this role that might have problem with verbal and
written warnings to workers or not functioning as per to the managerial mission and vision
statement with functional values. The managers in a disciplinarian role might had faced difficult
time while creating interpersonal dealings with another workers due to which employees as a
control on figuring their primary co-employees a extreme seconds. Corporate culture supports
Unilever's leaders in managing their example on presenting leadership actions and business
activities that participate in the business (Rajput, and et.al., 2021). Workers supports Unilever's
leaders maintains in setting example over presenting leaders in the business. Workers are capable
to determine and evaluates their issues with the Human resources divisions. According to the
Unilever, it is capable to form effective framework for resolving issues by taking place in
business. As the sections are conducted for leaders and staff members communication for

making there dealings more efficient. Corporate culture create example that are managed by
human resource managers such as Unilever maintains task in more efficient manner. According
to it, rewards are offered over standardised task that makes example to be set in front of workers
with rapid and effective advancement of task. Corporate culture makes managers of Unilever that
present essential role in the business by creating effective targets and aims more efficiently in the
business. They are need to give rewards to workers for presenting effective aspects from
valuable orientation. It forms ethical code of conduct that are presented in more efficient manner.
National culture is termed as other essential part of the business such as Unilever that lead to set
their worldwide representation with diverse cultures. It makes creation and production that will
maximise for the business (Richards, and Sang, 2021). As it holds essential terms for supporting
management to enlarge at worldwide division. Moreover, the approach that makes effective laws
of performing will structured in more efficient manner as according to culture of the nation. It
makes workers and leaders performance towards worldwide raising of workers more efficiently.
The effects of national culture is based on the process of decision making and measuring about
national culture by creating impact on decision making with effective approaches for creating
national approaches by Unilever. In this managerial culture plays significant role for presenting
their agreement that are undertaken by HRM division of the business. As such sort of decisions
will lead to the enhancement of the management procedure as efficiently.
Analyse job design strategies
Job design refers to the procedure that is utilised for developing role and responsibilities
of the workers with the support of approaches and process. The fundamental aim of job design
on cooperating procedure for developing values and increasing presentation. As there are several
procedure of job design that is utilised by the management of Unilever that are discussed below - Job rotation – It is based on shifting workers from one job to other that enables them on
presenting diverse task efficiently (Salas‐Vallina, Alegre, and López‐Cabrales, 2021). It
has been supporting the business to create several sort of abilities that is utilised on
several multiple roles by creating unoccupied terms that are to be filled with more
efficiency. Job engineering – It is centrally on the task that are to be presented, approaches to be
use, development between staff members, design of a respective, execution regulation
and mutuality between task and devices. Proficient certainly measure such job design

factor by the manner of time analysation for deciding the time required to do every task
need to implement it with effectiveness.
 Job enlargement – It is based on progression on several task that are presented by staff
members in respective job. It lead several undergoing job enlargement sections of
Unilever that have several divisions for creating workers get advertised and making all
task done with highly effectiveness.
This procedure support the business such as Unilever understand about the requirements
of workers and try to satisfy them. Also Unilever is capable to fill unoccupied sections in more
efficient manner and make workers attain their targets in an efficient manner. It is an essential
part that is utilised for making workers and create effective opportunities to develop in the
business and hold higher term of experiences of the performance in several divisions (Searle, and
Al-Sharif, 2021). It will maximise versatility with their staff members by making them able to
present several tasks. On the other hand, management of Unilever is capable to produce
employability on wider scale for making their strength and enhanced it.
Example of Good HR practices
Human resources practices have broad term of effects in using and making their task
done in more efficient manner. Such sort of the practices are essential as they make positive
dealing towards workers. In context to the Unilever performs several sort of the exercises that are
discussed.
Training in relevant skills
It is one of an effective exercise that are utilised for training and budget for their workers.
It makes effective and suitable abilities that are created in the management of the Unilever
workers making them attainable effective and efficient result from the training schedule. It also
involves workers with abilities suitable to orientation of job that makes workers create suitable
abilities in more efficient way.
Creating a flat and egalitarian organization
Such are an effective exercise in the human resource principles that have been utilise on
making organisation done in more efficient manner. It will based on setting communication done
in more efficient term in respect to reach on the final summary (Simonova, and Zyryanova,
2021). Unilever is advantageous by such exercise in a manner in which human resource

managers is capable to present several orientation in more efficient manner. It is an essential part
of the business such as Unilever.
The exercises develop positive job approaches in the management for creating all task
that are to be completed in an efficient manner.
Recommendation
It has been recommended that several HRM operations has been created in the business
that supports other in increasing sustainability presentation of the business that supports in
managing conclusion with section of business that enhanced in more efficient manner. By
procedure of HRM several sort of orientation have been created in making business such as
Unilever and try to attain several sort of the targets and as well as aims in more efficient manner.
By Human resource managers several sort of managerial procedure are operated in more
efficient manner that supports in creating professionalism in the management and maintaining
power within time and it will improve with skills of the managerial environment by enhancing
working skills in the business (Zhao, Chen, and Liu, 2022). Human resource management in
relation to the Unilever, have made contemporary growth possible sections as according to the
quality of the contemporary managerial situations that can be declared with regular terms of the
activities that are presented with section of delivering productive results of the management. In
context to the respective management, effective section of the dealing are being presented that
will engaged with effective courses of dealing of the performance of the work. At the time of
presenting supply in the process with effective and regular terms of the business that can be
retained at the time of being occupied in the procedure of the managerial performance.
CONCLUSION
From the above mentioned report it has been concluded that, the human resource management is
termed as the procedure that supports in creating management enhanced more efficiently and as
well as efficiently. By which an organisation is enough capable to perform work with several
orientated perspective that is based on several models and plan of actions of the human resource
management. On the other side, there is difference of the human resource management and

personnel is explained and after it have been engaged with the following courses of the
recommendation on the human resource management.
REFERENCES
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(Boselie, Van Harten, and Veld, 2021)(Budiarti, 2021)(Carden, Kovach, and Flores, 2021)
(Collings, and et.al., 2021)(De Cieri, Sanders, and Lin, 2022)(Hui, 2021)(McDonnell,
and et.al., 2021)(Mirčetić, and et.al., 2022)(Pelit, and Katircioglu, 2021)(Rajput, and
et.al., 2021)(Richards, and Sang, 2021)(Salas‐Vallina, Alegre, and López‐Cabrales,
2021)(Searle, and Al-Sharif, 2021)(Simonova, and Zyryanova, 2021)(Zhao, Chen, and
Liu, 2022)