Importance of HR Practices and Career Development in Unilever

International Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
Task 2...............................................................................................................................................2
Task 3...............................................................................................................................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
International Human Resource Management is defined as organizations which manage their
human resource activities at international level (Chung, 2018). Unilever is the British
multinational consumer goods company which delivers products and services to the customers in
the market.
Thus, the report will analyze the importance of HR practices to the business strategy of
Unilever. Along with this, investigation will be done on career development and career
management working within Unilever which will also include personal work experience. Career
management practices and performance management will be discussed and explained.
MAIN BODY
Task 2
Unilever is one of the biggest retail firm in UK having large variety of products and
services, within competitive market share. The brand aims to synchronise new range of HR
practices, for strengthening wider engagement based on creative business standards and huge
range of competencies. HR practices are the means through which leadership of the staff can be
developed with the help of human resource personnel. These practices also include the avenues
which are constructing and which provides the opportunity of advancement for the employees.
These practices are very important because it can increase the commitment of employees
towards the companies (Baykal, 2022). For achieving the goals and objectives, strategic
management at HR holds huge significance at Unilever. Strategic management establishes a
connection between goals, objectives, strategies and human resources of the Unilever.
Flexibility, innovation, advancements are the main aim of the strategic human resource
management.
When the policies of Unilever are created and implemented, a vital role is played by HR
as a strategic partner, in order to be strategic human resource management to be effective.
Strategic HR involves those ways by which the growth of the company can be directly affected
by the HR. For meeting the long term plans of Unilever a strategic approach for retaining and
developing employees should be adopted by the professionals. HR practices and strategic
management are not very static activities for the business to grow fundamentally, where this
harnesses specific efficacy within workforce (Srivastava and et.al, 2022). They must be evolved
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constantly by ensuring that they are well-connected, towards new training sessions actively for
determined growth rise based on specific competitive diversity horizons. For better
understanding the capabilities and skills evaluate the performance of the HR team. By looking
ahead, at the business strategy, HR supports Unilever in meeting its objectives where teams
should prepare competency assessment framework. Aligning with the current HR trends and
best practices with progressive HR trends , enhances Unilever functional long term targets to be
worked on for more competitive engagement.
Strategic HRM which is very effective for Unilever, as it helps the business to achieve
new strengthened vision for developing competitive growth synchronized within longer time
period. It can be also analysed that Unilever contribution to HR practices at strategic
management, has been found to be significant for developing new advancement in workforce
scenarios within local and international levels. The brand HR management aims to develop
critical functional rise, in strengthened technical growth paradigms for connective new goals
based on operative paradigms. External and internal HR motivation strategies has been found to
be specifically crucial, for developing vision innovatively and also leveraged functional growth
for engaging towards productive working avenues (Karaboğa and et.al, 2022).
This can be also found to be Unilever strength, where organization aims to determine long
term training goals for building committed workforce and leveraged growth towards significant
specific efficacy. There are regular brainstorming sessions organised, creative engaging sessions
for new technical learning based goals for determined growth competencies informatively. It can
be also analysed that Unilever aims to bring upheaval dynamically, for competent working pace
growth functionally and for productive keen targets. HR practices at Unilever also aims to bring
new international levels diversely by training delivery to employees, which motivates vision and
synchronize wider productive goodwill within business. This can be also found that keeping
specific focus on engaged growth towards leveraged parameters enhances motivated workforce,
based on further skills innovatively within longer time period (Shamout and et.al, 2022).
HR practices are very important in determining the proper workflow of processes which
were being undertaken in Unilever. This helped in knowing that how effectively and in
appropriate manner the employees and the company are taking the initiative towards the framing
of business strategies which are to be framed and this helped in solving many issues and
problems when they arise. The HR practices which were undertaken by Unilever helped in
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