Developing Individuals: Skills and Competencies Required by HR Professionals at Unilever

This presentation discusses the skills and competencies required by HR professionals at Unilever, along with a professional development plan and differences between organizational and individual learning. It also covers high-performance working, different approaches to performance management, and more.

Developing Individuals

Cover Content
• Introduction
• Professional knowledge required by hr professionals
• Professional development plan
• Skill audit
• Continuous professional development
• Differences between organisational and individual learning
• The different of training and development
• Driver sustainable business performance
• High performance working
• Different approaches to performance management
• Conclusion
• Reference

INTRODUCTION
• This PPT is based on Unilever. It is a multinational consumer
good company. It was formulated in 1929 and has its
headquarters in UK. There are around 155,000 employees in
the company. In this report there is discussion related to the
skills and competencies required by HR professional. Along
with that CPD is also formulated to develop the skills required.

Professional knowledge
required by HR professionals
• It is important to note that HR professionals play a vital role in
an organisation. It is seen that there is requirement of multi
tasking person that work as HR in Unilever. It is important to
note that there is requirement of various skills and professional
knowledge that makes a person ready for the job.

HR skills
• The various skills that are required by HR professional of Unilever are as follows:
• Communication skills
• Decision making skills
• Technological skills
• Problem solving
• Team management

Analysis of skills
• There is need of communication skills, technological skills and decision making skills
for HR of Unilever. By having effective effective communication skills the HR is able to
deal with the employees and solve their problems. At the same time, there is need of
decision making skills so that HR is able to select best employees.
• The use of technological skills help to use latest software and manage work properly.
These are the key skills that are required by the individual to become HR in a reputed
organisation. It is necessary to have all these skills so that they are able to manage all the
employees and let them work effectively in an organisation.

HR Behavior
• Transparency & trustworthiness: Transparency means to being open and honest and
expressing of one's opinion must be direct. Trust means when HR are transparent in front
of their employees by which they build trust. HR managers are the leaders who directly
deal with the employees in Unilever.
• Solution Oriented: HR of a company should have the ability to solve the problems of the
employees. Employees can only perform with their full efficiency when HR solves their
each & every problem. HR of Unilever are trained in their in their profession as they
know how to deal with the employees behaviour.

HR knowledge
•
HRM knowledge and expertise: It is seen that there is requirement of professional
knowledge and expertise in the field of HR so that the company is able to achieve
success.
•
Recruitment and selection: It is seen that main role of HR is to recruit and select best
employees for the organisation.

Professional development plan
• It is important to note that the there is need to hire the
right employee in the organisation. It is necessary to
check the skills of a person and then hire them. Various
important aspect must be checked so that the areas of
improvement can be analysed.

Skill Audit
Skills and Competences Score to Self Score by Others
Communication skills 6 7
Decision-making skills 7 7
Problem-solving skills 5 6
Team working skills 9 8
Technological skills 4 4

Professional development Plan
Skills Importance Actions Taken
Communication skills Communication skills help an individual to
develop relations with the employees.
Reading of English newspaper and novels
will help.
Decision-making skills It is required to hire best suitable employee for
the organisation.
Solving case stud helps to enhance decision
making skills
Problem-solving skills To solve the issues faced by the employees of the
company.
By working of previous problems and
analysing the solutions taken at that time.
Team working skills There is need to working with cooperation and
coordination.
By working in team projects
Technological skills To use software and work with ease it is
necessary to have technological skills
By taking classes and training
technological skills can be developed.

Continue…
Unilever is Hiring for the post of HR
It is an opportunity for all the individuals that want to work as HR professional. It is right time to become
part of our Unilever family. Full time job vacancy for HR.
Working- 5 days a week
Location- London
Last date to Apply- 15th November 2021
Date of joining- 1st December 2021
Experience required- 2 to 5 years
Qualification- Management course in HR
Leaves and benefits according to laws in London
Send your CV at: [e-mail]

Differences between organisational and individual
learning
Basis Organisational learning Individual learning
Meaning This kind of learning takes place in a group and whole
organisation. The employees together involve in learning new
concepts, learn form experience. The purpose for
organisational learning is to enhance capabilities in order to
cope up in dynamic environment.
It describes as the learning in which individual involve in self participation. It takes
personal interest and motivation to bring change in knowledge and skills of the
individuals. The individuals improve their performance and abilities through engagement
in own learning and experience.
Purpose The main aim of this learning is to bring necessary change an
knowledge in overall organisation. It also aims to work in
coordination. The employees will overcome the challenges
with the help of organisation resources.
The purpose behind individual learning is to make own self capable and able to perform
tasks and activities. It leads to self satisfaction and personal growth.
Benefit It is beneficial for whole organisation. As learning will result
in making an effective culture through which, employees retain
updates and knowledge to make better performance.
It is beneficial for the individual to be confident while working. The organisation will
results in great performance through the knowledge of individuals.

The different of training and development
Basis Training Development
Meaning Training refers to a process which helps in guiding, educating the
employees. It is a short term process through which employees
gain relevant knowledge about task.
Development is focused on long term purpose. it is necessary to provide
knowledge for managerial solutions and carry out all the task in an effective
manner. It involves theoretical concepts as well as practical knowledge.
Orientation The training gets oriented at professional level. The aim is to
involve employees to be familiar with workplace task and gain
knowledge for performing best job role.
Development leads to make career planning and achieving long terms aims. It
is in form of career opportunity and giving high position in the organisation.
Scope of
learning
In training, there is limited scope for learning as it takes place for
limited time period to achieve a particular task or goal.
The scope in development is quite wide as individuals learns in all the stages.
Development gets never stop whether the task or activities would be fulfil. It
takes all over the organisation which focus on giving opportunities to
employees.
Focus Training is focused on enhancing skills of employees. It makes
them confident and productive to achieve objectives and secure
their job role.
Development is provided to managers and leaders who have achieve great
position in organisation. To maintain their motivation, regular development is
necessary to overcome with future uncertainties.

Driver sustainable business performance
• Increase productivity: in a business environment,
technology is rapidly growing which brings change in
ways of product development.
• Maintain competitive edge: continuous development is
the most vital factor to bring competitiveness in
company. Business environment is large and complex
in which competition is rising.

High performance working
• Transformational leadership
• Open and clear communication
• Focus on diversity
• Resolving issues and conflicts

Different approaches to performance management
• The managers of Unilever focus on work performance approach which are
described below:
• Established goals
• Develop a plan
• Take action
• Assess performance
• Provide rewards

Critically evaluate the different
approaches
• There are various approaches to performance management which
influence on increasing high moral and work abilities of employees. These
approaches are used by the company able to maintain its success in
growth in competitive market.
• Developing gold is one of the foremost approach of performance
management which positive result in achieving (Bakari, and Sofien,
2019). When leaders focus on receiving outputs they put their efforts to
train and guide the employees in the respective way.

Provide knowledge and information
on how HPW
• HPW is an effective and vital Concept for organisation. The mechanism of hpw criteria
leads to improve employee engagement and competitive advantage in market place.
• As it focus on maintaining employee relations, satisfaction and positive job environment
which is necessary to expect high-performance criteria from employees (Santani, Ruiz-
Correa, and Gatica-Perez, 2018).

Conclusion
• The report has concluded that and organisations are a pool of talented and skilful
employees. The organisation needs to maintain their knowledge and abilities
towards the favour of company. There are many skills like competitiveness
communication which are required to attend a competitive edge in market.

REFERENCE
• Astrachan, J.H. and Pieper, T.M., 2021. Developing responsible owners in family
business. In Topics of Family Business Governance (pp. 119-126). Springer, Cham.
• Bracale, A., Carpinelli, G. and De Falco, P., 2019. Developing and comparing different
strategies for combining probabilistic photovoltaic power forecasts in an ensemble
method. Energies, 12(6), p.1011.