Human Resource Management in Unilever : Report

MANAGING HUMAN
RESOURCES

INTRODUCTION
Managing Human Resources occupies an imperative role in smooth functioning of an
organization and is considered to make a large contribute in the success of a business unit. It is
important for corporates and specifically the Human Resource team to understand various
concepts of Human Resource Management (HRM). In pursuance to the same the instant report
elaborates on various aspects of HR being practised in Unilever such as flexible working
practices, various forms of discrimination and performance management of employees at
workplace. In addition, the implications of adopting these practices within the organization
particularly on the line managers and employees have been illustrated.
TASK 1
1.1
Illustration 1: Guest Model of HRM
HRM
STRATEGY
HRM
PRACTICES
 Appraisal
 Training
 Compensat
ion
HR OUTCOMES
 Quality
 Flexibility
BEHAVIORAL
OUTCOMES
 Cooperatio
n
 Motivation
 Citizenship
FINANCIAL
OUTCOMES
 Profit
 ROI
PERFORMANC
E OUTCOMES
 Innovation
 Productivit
y

The Guest Model of HRM was propounded by David Guest to primarily differentiate
between practices followed under personnel management and HRM (Boselie, 2010). The model
considers the employees as an asset to the company and in accordance to the same has developed
the following 6 components of HRM: HRM Strategies: The model suggests that HRM begins with formulation of HR planning
in accordance to the requirements of the workforce. This enables the management to
promote motivation and satisfaction level among the employees. HR Practices: The fundamental activities of staffing, training, development and
documentation are undertaken by the department. HR Outcomes: This component infers to the endeavour of reducing the difference
between the actual results being realized by the organization and the expected
consequences determined by the management (Steiner, 2010). In pursuance to the same
every attempt is made by the entity to offer favourable working environment, offer
incentives and so on. Behavioural Outcomes: In order to develop a motivated and engaged workforce, various
measures are undertaken to strengthen the working culture. Primarily, the psychological
needs of employees are catered to by the company. Performance Outcomes: The actual impact of various practices adopted by the
management is analyzed through the manner in which the employees are performing. It is