Impact of National and Corporate Culture on Staff Management in Unilever

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