Bridging Geographical Gaps with E-Learning and HRM

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MANAGING HUMAN RESOURCE

Table of contents
Introduction:....................................................................................................................................3
Task 1: LO1.....................................................................................................................................3
1.1 Guests model of HRM..........................................................................................................3
1.2 Comparison between the Storey’s definition of the HRM, IR practices and personnel:......4
1.3 Implication for line manager and employees to develop a strategic approach:....................5
Task 2: LO2.....................................................................................................................................6
2.1 Explanation of the model of flexibility:.....................................................................................6
2.2 Discuss different types of flexibility in any organization:.........................................................7
2.3 Utilization of the flexible working practices from both the employer and employee
perspectives:....................................................................................................................................7
2.4 Impact of the changes in the labor market that have flexible working practices:.....................9
LO3 Understanding the equal opportunity impact in the work place:.............................................9
3.1 explaining the different forms of discrimination that takes place in the work sector................9
3.2 discussing the practical implications of equal opportunities legislation.................................10
3.2 comparing the approaches for management of equal opportunities and managing diversity..11
LO4 Understanding the approaches to human resources practices in the organizations...............11
4.1 comparing the different methods of performance management 175.......................................11
4.2 assessing the approaches for practicing of managing the welfare of the employees in an
organization...................................................................................................................................13
4.3 discussing the implications of health and safety legislation on the practice of human resource
.......................................................................................................................................................14
4.4 evaluating the impact of one topical issue on human resources practices...............................15
Conclusion.....................................................................................................................................16
Reference list:................................................................................................................................18

Introduction:
Over the past few decades, human resource management became very popular term in the top
managerial approaches that is aimed to reorder the employment relationship in any organization
for ensuring that the efforts of the employees are strategically focused in order to achieve
superior quality organizational and individual performances. In the recent times, all of the
organization is now paying attention to the bonding between the employees and HR practices so
an effective organizational performance can be achieved. This assignment is intended to describe
HRM as the approaches to manage the human resource in Unilever.
Task 1: LO1
1.1Guests model of HRM
Guest’s model generally focuses on the differentiation between the compliances and
commitments. According to this model, planning in Unilever must involve a pursuit for
enhancing the venture through integration and utilization of the human resource for
implementing their unique capabilities in the work. As opined by Cascio (2012), Guests model
has 6 dimension of the analysis that are HRM strategy, HRM outcomes, HRM practices,
performance outcomes, financial outcomes and behavior outcomes. This model is based on the
assumption that HRM is different from the traditional personnel management. This model is
implicitly embodying on the belief that fundamental elements of HRM approach like
commitment have as direct relationship with different consequences of business. Guest argued
that the HRM in the Unilever must be involved the designing practices and policies of the
business for achieving some outcomes like high commitment from the employee, strategic
integration in the organization, high level of flexibility and adaptability for the workforce and a
quality workforce for organization. Strategic integration assured that the business plan of the
organization is implemented through the properly designed policies and practices of the HR
(Stone, 2013).
Implementation and formulation of policy for change describe establishments of the HR policy
for identifying the nature of the change that is necessary for any business to manage the change.
Training and development and employee appraisal involves both formal and informal evaluation
of the performances of employee and the necessity for training and development. After the
evaluation of all these, it is important to place the policy in order to maintain effective

development and training of the employee. In this process, effective communication is very
much important because effective communication can helps any organization to maintain two-
way flow of the message between the employees and management.
According to Huselid (2011), Guest proposed that the four outcome of the HRM helps any
organization to achieve some outcome like stronger problem solving capabilities, high level of
job performances, improvement in the cost effectiveness and consistent with the strategic goals.
Guests demonstrated that those outcomes could be achieved if coherent strategy of nay
organization is integrated into the business strategy of any organization. For the identification of
the human resources and organizational outcomes, it is important for the Unilever to implement
some policies regarding
 Recruitment, socialization and selection
 Training, development and appraisal
 Flows of the labor
 Communication system in the organization
 Job and organizational design
 Formulation, Management and implementation of the change
If Unilever implement those strategies then human resource outcome can be effective
commitment, quality, flexibility or adaptability and strategic planning. On the other hand,
organizational outcome can be low turnover, low absence, high level of problem solving, high
level of job performance by employees, low grievance level among employees and high cost
effectiveness.
1.2Comparison between the Storey’s definition of the HRM, IR practices and
personnel:
As stated by Delery and Doty (2013), there are several differences between HRM, IR practices
and personal management. Main aim of the PM and IR is to gain the commitment from the
employees and satisfying the requirements of the stakeholders. On the other hand, HRM is one
of the theoretical strategic approaches that can help any organization to achieve competitive
advantage. Storey has established a model that can help any organization to make a shift from
the IR and PM to the HRM. There are four main version of the HRM according to the theory of

the Storey are HRM is the central of the involvement of the line managers, it is gathering of the
belief as well as assumptions. Along with that, it also stated that HRM is a strategic thrust that
informs decision regarding management of people and it is dependence upon the set of levels for
shaving the employment related relationships (Becker and Gerhart, 2011). Under this theoretical
approach differences between the HRM against the IR and PM is:
Strategic aspects:
IR and PM takes time to take any decision where HRM takes several customer oriented
approaches in a faster approach.
Assumptions and belief:
HRM required encouraging employees where IR and PM needed to make a careful delineation of
the contract.
Key levers:
Communication in the IR and PM is very much restricted which is increased in case of HRM.
Line management:
Management role in case of HRM is transformational that is transactional in case of IR and PM.
1.3Implication for line manager and employees to develop a strategic
approach:
For achieving the competitive advantage, any organization must change their old ways to
conduct their business where most of the obstruction and the responsibility for the change are fall
into the first line manager of the HR. They share responsibilities as well as burden with other
different line manager as well as employees. As stated by Armstrong and Taylor (2014), first line
manager plays a crucial role for making different strategies related to the HRM because they are
responsible for the execution of different HR practices (Huselid, 2011). Making those strategies
is very much important because without this there are huge possibilities that organization will not
make any progress to meet their business goals. Line manager of any organization may face

different types of problems regarding rapidly changing environments, decreasing level of work
force, and increasing level of gap between required and available skills.
Therefore, in order to develop a strategic approach in Unilever and to decrease the entire
problem, line manger needs those employees that are multi-skilled and committed, towards
mission and vision of the organization. In order to cope with the changes, HR manager and
employees require a range of skills so a productive environment can be generated. However,
along with that, HR department of the Unilever must full support to their HR manager for the
identification of the skills, core knowledge’s and abilities of their employee so they can help
their organization to get competitive advantage (Wright and McMahan, 2012). In order to make
line managers and employees more efficient to achieve the competitive advantage, Unilever must
provide training regarding change management as well as decision-making, creation of the
positive environment and maintenance of a collaborative environment in the organization.
Task 2: LO2
2.1 Explanation of the model of flexibility:
Flexibility of any organization can be referred as the ability of any organization to move
employees to any other duties or responsibilities in any given organization. Flexibility is good
for both the employers and employees so it can make things right for the employees and
employers. Unilever is one of the business ventures that runs their business operations in
different continents and exhibits varying level of labor condition and time zones (Wright and
McMahan, 2012). In order to achieve flexibility in the organization, Unilever applies the
Shamrock organization model. Shamrock organization has that organizational structure that has
three distinct parts. Among them, the first part presents the main or core staff of the organization.
This core staff is the highly trained employee of the organization that are working in the senior
level management. The next leaf in this organizational structure is the individual who are
working in contract; they are those individuals who once worked in the organization but now
supplying services to the organization. Among different leafs the third leaf consists those worker
who are closed to the organization for feeling a degree of the commitment and are liable to
maintain the high level of standard in the organization (Delaney and Huselid, 2013). Handy
describe the Shamrock organization as the core workers as well as executives that are surrounded
by the different part time employees and the outside contractors. This structure can help Unilever

by permitting them buying in services whenever required by reducing the overhead costs
whenever possible.
2.2 Discuss different types of flexibility in any organization:
There are mainly three kinds of flexibility that are adapted by the Unilever that are:
Functional flexibility:
Functional flexibility is sought so that employees can reorganize smoothly as well as quickly
between the tasks and activities of any organization. Through this flexibility, Unilever move
their worker between direct and indirect production job or through this flexibility, they provide
the facilities to the employees to change their overall careers. Along with the change in the
production and products, same labor forces also changes in both the short and long-term basis.
Financial flexibility:
The Unilever for mainly two reasons seeks this flexibility, among them, the first one is
employment costs and pay must reflect the demand and supply in the external market for the
labor. As stated by Dass and Parker (2010), the significance of this implemented between the
differentials and relatives between the worker’s groups for reducing the wages. The second
reason describe that pay flexibility means shifting to the new type of remuneration and pay
structure for facilitating either functional or numerical flexibility like the shifting to the
assessment based payment system in spite of the rate for the job paying system.
Numerical flexibility:
The Unilever seeks this kind of flexibility so the headcount can be smoothly decreased or
increased in the line even during the changes in the demand for labor in short term basis. This
flexibility helps to implement the hire and fire policy more easily and this hiring gives way to
make looser prescribed relationship between both the worker and manager.
2.3 Utilization of the flexible working practices from both the employer and
employee perspectives:
There are several flexible working practices that are implemented by Unilever form both the
employer and employee perspectives. Different flexible working methods are:

Employment of part time or temporary staff:
Unilever hired temporary and part time staff for managing the increasing level of work demand
or seasonal fluctuation in the industry (Delery and Doty, 2013). They hired some part time
employees for the cost cutting purposes because those employees do not get any extra facilities
from the organization but organization gets benefit from them as if a full time employee that
helps organization saves their investments.
Teleworking:
Unilever provides these facilities for the maternity purposes and helps their employee by
providing them the facilities to work from their home with the same pay structure.
Zero hours contract:
Unilever provides their employees this facility to achieve a huge productivity from their labor
(Arthur, 2014). According to this contract, employers are not obliged for providing any
minimum working hours and employees are not obliged to accept any offered work.
Annual hours:
For some employees, Unilever maintain an annual hour and make a contract with them that states
the number of working hours in which employees are liable to provide their effort. This
flexibility is applicable for the top-level employees.
Job sharing:
Unilever provides this flexibility to their employees, according to which any employee can share
their job with another employees and the employee who will share their job is liable to provide
compensation to that employee with whom he/she will share their job.
Compressed hours:
Unilever sometimes maintain this working hours that allow their employee to work for 35-40
hours in a week that is less than the traditional number of working hours.

2.4 Impact of the changes in the labor market that have flexible working
practices:
There are several changes across the labor market that affect the flexible working hours and
models in different and varying level of aspects. In this context, the major changes involve the
implementation of the models. As stated by Armstrong and Taylor (2014), labor market across
the worlds is rapidly changing. It is currently showing a trend to support different types of talent
that is completely different from the previous specialization trends, which affect the practices
positively. For example, implementation of the flexibility determines where and when the
personal work of nay organization will be easy and inexpensive. For this reasons, Unilever have
the increasing level of workforce who are willing to take different part time jobs after the
completion of their shifts. It can be said that, due to the flexible working practices, practices
related to work on other organization is increasing in an alarming rate that increases the
expenditure related to traditional businesses.
LO3 Understanding the equal opportunity impact in the work place:
3.1 explaining the different forms of discrimination that takes place in the
work sector
Equal opportunity in an organization refers to the fair treatment that should be provided by the
management to its employees irrespective of the age, gender, sex and religious belief. Equal
opportunity in the organization facilitates the employees to work in a potential manner without
facing any difficulty in the working environment. On the other hand, discrimination refers to the
ill treatment that is performed by the management in the organization that discriminate the
employees in terms of their religious beliefs, sex, age, and race. It is with the discrimination that
is showed by the organization to its employee’s makes the employees feel not fit for the work in
the work place and feel like an outsider working in the respective company (Delery, 2013,
p.802).
There are different types of discrimination that takes place in the work place are as follows:
Discrimination in terms of age where the individual is treated in an ill manner which includes not
hiring any young worker as it would make them move away in search of another job. It also

implies not to hire any mature employee as the employee would retire in short time. The other
discrimination includes in terms of gender (Stone, 2013, p.56). The women’s are especially
considered as the incapable of working for longer period and therefore the women’s are not paid
equally like the men’s for the same work. Religious discrimination is another form of
discrimination that takes place in the organization that forbids the employee to follow their
religion fundamentally and therefore they are treated as outsiders. Racial discrimination is
another form of discrimination that is seen in many work sectors in which the employees
belonging from the lower caste are looked down upon them. On the other hand, the employees
belonging from a higher class are treated superior and are provided with several services and
opportunities in the work place.
3.2 discussing the practical implications of equal opportunities legislation
Equal opportunity refers to the equal treatment that should be possessed by the organizations to
all the employees working in the work place. That refers to the fair treatment of the employees
and all are to be treated equal before law. The law of the country makes it very clear that the
fundamental rights of the people should not be taken away from them as the people have the
right to perform their rights with full liberty. It is stated that if the organization is sacking an
employee from the office then the organization is required to provide a valid reason for sacking
the employee. It is because the organization cannot sack an employee for their religious belief,
their gender or their appearance (Stone, 2013, p.56). Moreover, the organization is required to
follow the law of equality 2010 that says that every individual is equal before the law therefore;
no organization or people could treat the people differently. Another thing that the organization
should adopt is that religion should not matter in the work place and therefore people are not
suppose to judge an individual in relation to the religion they follow or they belong.
Hence, the organizations in the recent times are adopting several measures so that the
discrimination that takes place in the organization could be reduced, that would help the
organization to provide a better environment for the employees to work. This would further help
the organization to obtain quality work from the employees and earn possible profit from the
produce that would be done by the employees working in the organization. Thus, the equality
law is strictly followed by the organizations and that assures equal pay for equal work for both

men and women in the organization. Moreover, the equal opportunity law further helps to take
steps against the unlawful activity that happens in the organization in relation to discrimination.
3.2 comparing the approaches for management of equal opportunities and
managing diversity
Managing equal opportunity refers to the equal opportunity that the organization provides to its
employees without discriminating the employees in regards to sex, gender or religion. The
organization focuses on providing equal opportunities top the employees in relation to the work
activities that are practiced in the organization. Moreover, shared responsibilities are initiated by
the organization to its employees such that proper work could be obtained from the employees
working in the organization. It is with equal opportunities being provided to the employees in the
organization it would help the organization to build a reputed place that would enhance the
business activity of the organization. Moreover, this would further ensure the organization to
retain the valuable employees in the organization and obtain quality work from the employees
(Stone, 2013, p.56).
On the other hand, management of the diversity approach refers to the several diverse qualities
that are persisted by the people are taken into consideration by the organization. This resembles
different skills, qualities, and ideas are realized by the organization such that it increases the
value of the organization and helps to gain potential quality in the working. Therefore,
management of diversity in the work place helps to ensure the reduction of discriminations being
practiced in the organization. Moreover, it helps in the creation of better work environment for
the people such that it builds the confidence among the people to work with full determination
and potential in the work place. It also helps to facilitates cooperative working among the diverse
people [present in the work sector such that productive work could be ensured from the people
working in the organization.
LO4 Understanding the approaches to human resources practices in the
organizations
4.1 comparing the different methods of performance management 175
Performance of the management could be initiated by the organization in a number of ways such
that the employees in the organization could perform in a better way such that productive

outcome could be initiated by the organization. The several processes by which the respective
organization could manage its performance are by the following:
The organization could initiate proper training programs for the employees working in the
organization so that proper work could be done by the employees. Moreover, the organization
could ensure equal opportunity being provided to the employees in the organization so that the
employees feel motivated to do their work and help the organization to gain the competitive
advantage. The other way through which the performance of the organization could be managed
is through proper interaction being maintained between the management and the employees so
that the employees feel determinate to do their work in an orderly manner. This would further
enhance the organization to understand the capability of the employees and provide them with
proper appraisal for their growth in the organization. 360 Degree Feedback is a system or process
in which employees receive confidential, anonymous feedback from the people who work
around them. This typically includes the employee's manager, peers, and direct reports. A
mixture of about eight to twelve people fill out an anonymous online feedback form that asks
questions covering a broad range of workplace competencies. The feedback forms include
questions that are measured on a rating scale and also ask raters to provide written comments.
The person receiving feedback also fills out a self-rating survey that includes the same survey
questions that others receive in their forms.
A manager of an organization plays vital role in the development of the different methods of
performance. According to (Delery, 2013, p.802), giving motivational speech to the workers
enhanced the performance of the workers. Employees are the backbone of the organization so it
is essential to encourage them and inspire them hence, this integral part of the performance
management. Another method of performance management is to provide lucrative salary to the
workers the eager to achieve incentive the workers will performance well. Therefore, the aim,
goal and target of the organization will be achieved. Another method of performance
management is to provide good working conditions to the workers and maintains the ethical
value of the workers.
For example the main motto of 360 feedback measures
 360 feedback measures behaviors and competencies

 360 assessments provide feedback on how others perceive an employee
 360 feedback addresses skills such as listening, planning, and goal-setting
 A 360 evaluation focuses on subjective areas such as teamwork, character, and leadership
effectiveness
One of the important and crucial methods of performance management to treat its workers with
respect, dignity and enhanced their communication skill. Discrimination and racism based on
skin, language, culture, tradition, ethnicity, religion caste and creed should be strictly prohibited
in the workplace (Stone, 2013, p.56). Therefore, maintaining equality policy in the workplace is
one the essential part of the performance management in an organization.
4.2 assessing the approaches for practicing of managing the welfare of the
employees in an organization
Managing the welfare of the employees in the organization refers to the things that are performed
by the organization for the employees such that the dignity and the safety of the employees are
maintained in the organization. The management of the welfare of the employees in the
organization could be initiated through the practicing of the equality act 2010 that denotes that
no discrimination are to be made between the employees working in the organization. The
employees are to be treated equally and equal rights are to be provided to the employees working
in the organization (Stone, 2013, p.56). Moreover, the employees are to be provided with all the
services that the organization should provide to their employees so that a proper work
environment could be maintained in the organization. Apart from that the employees in the
organization are not to be discriminated in terms of their religious beliefs and gender and age.
All the employees are to be treated equally and their capabilities are to be considered by the
organization.
In the organization, it is important basic facilities should be provided to the workers for
beneficial growth and development in the companies. As stated by Armstrong and Taylor (2014),
the employees are the pillars for an organization success in the society. It is essential to provide
beneficial skill training to the labors and give them important advice related to their careers. It
has been seen that for the welfare of the workers the organization has to provide important

facilities to the workers such as giving them lucrative salary, compensation, retirement funds,
medic claim, good and hygienic conditions to the workers.
It is essential for the female workers the company provides them maternity leaves and treats
them without any discrimination (Delery, 2013, p.802). In order to maintain welfare of the
workers the company has to maintain equality right, fundamental right, discrimination Act and
practice code of the workplace. It is essential working environment of the workplace must be
hygienic, neat, well sanitized and cleaned specially the washroom and toilets. During the training
session only the employees must be trained the importance of hygienic condition in the
workplace and personal hygiene.
4.3 discussing the implications of health and safety legislation on the practice
of human resource
The health and safety of the employees are required to be maintained by the organization such
that the employees feel secure to work in the organization. Therefore, the organization has the
duty to look after the health and the safety of the employees such that proper first aid being
provided to the employees in need. On the other hand, it is with the proper behavior being shoen
by the organization to its employees the employees would get the motivation to work properly in
the organization (Cascio, 2012, p.78). On the other hand, this would further help the organization
to gain the competitive advantage such that it helps the organization to soar its name and fame
high in the market. Thus, the organization is required to have the safety measures ready for the
employees in the organization so that the employees are provided with proper safety equipments
during their need. This also signifies that the employee’s dignity is maintained ion the
organization such that the employees are not discriminated on the basis of their sex, color, race
and religion.
It is important to follow the law and legislation of the government regarding health and safety of
the workers. As stated by (Stone, 2013, p.56), the working condition of the workplace must be
well ventilated, sanitized and well cleaned. The workers as well as management staff must
washed their frequently and does not spit or loiter in the workplace. The important aspect for
maintaining the hygienic condition is to flash the toilet after its uses and wash the hand will hand
wash or the soap. The ethical value and norms of the legislation must be maintained in the

workplace. Tiffin brought by the workers must not hurt the religious or sentimental values of the
other workers.
It important for the workers must respect individual value, culture, norms, ethical value, caste,
creed and religion aspect of other workers (Delery, 2013, p.802). It is mainly a manager
responsibility to minimize the conflict among the workers based on cultural, religion and ethical
value.
Affordable e-learning solutions exist for both computers and internet, it only takes a good e-
learning tool for education to be facilitated from virtually anywhere. Technology has advanced
so much that the geographical gap is bridged with the use of tools that make you feel as if you
are inside the classroom. E-learning offers the ability to share material in all kinds of formats
such as videos, slideshows, word documents and PDFs. Conducting webinars (live online
classes) and communicating with professors via chat and message forums is also an option
available to users.
There is a plethora of different e-learning systems (otherwise known as Learning Management
Systems, or LMSs for short) and methods, which allow for courses to be delivered. With the
right tool various processes can be automated such as a course with set materials and
automatically marked tests. E-learning is an affordable (and often free) solution which provides
the learners with the ability to fit learning around their lifestyles, effectively allowing even the
busiest person to further a career and gain new qualifications.
4.4 evaluating the impact of one topical issue on human resources practices.
The topical issue that is seen in the respected organization in regard to the human resource
practice is that the respected organization lacks proper communication skills being performed by
the management of the organization. This creates a problem in the understanding between the
employees and the management. Therefore, poor interaction between the employees and the
management causes the quality of the work in the organization to fall. Thus, the organization is
requiring maintaining a friendly relation between the employees so that proper work could be
initiated in the organization that would help the organization to gain the competitive advantages.
Human Resource Management is essential for an organizations success and growth, due to
impact of HRM the organization successfully able to achieve its goal and target in the society.

As mentioned by (Cascio, 2012, p.78), due to HRM practice the criteria of recruitments and
selection of the organization is fulfilled. Improper communication skills among employees may
lead to higher turnover in recruitment. If a respective firm has to recruit more and more
employees, there will be negative impact on experience as well as HRM cannot operate proper
employee retention effort (Delery, 2013, p.802). However, it cannot be said a typical and
singular problem for HRM, but it is an outcome of many efforts. Without having sufficient
training and support of the organization, employees may get lesser attachment with work field
and it may lead to higher employee turnover (Stone, 2013, p.56). Therefore, it can be said that
communication gliatches are the basic platforms and it follows rest of the HRM typical issues.
E-recruitment which is also known as online recruitment is the kind of practice that mainly uses
the technology more preciously the web based resources that involves finding, assessing along
with interviewing and hiring new people. This process is very much cost effective. Placing the
job advertisements in the different advertisements portal is a lot cheaper that placing the
advertising on the newspaper or any other media. Along with that, it also provides a clear
communication in between the two entities. This particular process can immediately provide
feedback to the person who is considered to be suitable for the particular job position. Along
with that, the internet sources are able to reach out to an ample amount of people, therefore, the
number of choices for the organization has increased, and the organization may select the person
from the pool of choices. It is considered to be one of the fastest growing sources in order to take
the people. It is quite familiar in between the youngsters. Moreover, this entire process does not
hamper the environment components. Therefore, it can be said that the E-recruitment is very
much helpful for the organizations in order to select proper candidates.
Conclusion
It could be concluded from the above discussion that the respective organization would be able
to understand several perspective of the human resource management through the different
human resource management models that are discussed in the assignment. it is further observed
that the organization is able to understand the several ways by which it would be able to develop
flexibility in the work place such that it would promote a good working environment for the
people working in the organization. This would further help the employees to get satisfaction
from the work that is performed by them in the organization due to the several opportunities that

are available to them in the organization. On the other hand, it is also observed when the
organization provides equal opportunities to the employees it enhance the productive work to be
obtained from the employees working in the organization. Moreover, the assignment also
facilitates several approaches to the human resource practices in the organization which enhance
the performance of the employees in the organization. It is with proper training provided to the
employees in the organization it helps to increase the productive work activity in the
organization that enhance the business to take place in a more organized manner. This would
further help the organization to gain possible competitive advantage in the market and obtain
more growth opportunities for its future prospect.

Reference list: