Importance of Employee Relations in HRM Decision-Making

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART- 1...........................................................................................................................................3
Purpose of the HR function, its key roles and responsibilities...................................................3
Explaining the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................6
Examining the importance of employees’ relations in respect to influencing HRM decision-
making.........................................................................................................................................6
Analysing the key elements of employment legislation and the impact it has upon HRM
decision-making..........................................................................................................................7
PART-2............................................................................................................................................7
Job description: ..........................................................................................................................7
Job specification .........................................................................................................................8
CURRICULUM VITAE............................................................................................................9
Job offers letter ........................................................................................................................10
Process of recruitment ..............................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is termed as the process of hiring, managing, training and
motivating the employees to perform the activity that are related to achieving the objectives. The
chosen firm of the report is Unilever. The study will explain the strength and weakness of
different approaches that are used by the organization. Further it will analyse the importance of
employee relation at the time of decision making. The report will also discuss about the
employment legislation and their impact on decision making. Lastly it will include the human
resource practices in the form of work related context.
MAIN BODY
Overview of Unilever
It is the one of the largest leading food, personal and home care suppliers of the world
that have the annual turnover of €51 billion in the year 2020. It was founded in the year 1929 by
lever brothers (Wang and et.al., 2020). The company has around 155000 employees working
with them to achieve the common objective.
PART- 1
Purpose of the HR function, its key roles and responsibilities
There are a variety of the functions that are conducted by the HR department of the
Unilever company and has top fulfil several roles and responsibilities in that which shall
maximize the level of the employee satisfaction. Human resource planning- This the most significant function where they shall assess the
future needs of the employees, their qualification and the experience that is required.
Based on this analysis they shall be posting the vacancies in the company for which the
employees will be recruited (Khan, 2017). Performance management system- It is the responsibility of the HR department to
manage the performance in the organization. Based on these performances that are
generated by the employee they shall be provided with the rewards and recognition. And
if they fail to fulfil the given targets then punishments are also provided as applicable.
 Training and development- This is another major role that is played by the HR officials
which is to train and develop the employees in relation to the operations, use of various

equipments and technologies that are installed in the organization. This shall reduce the
wastages and optimize the process of operation.
Workforce Planning
Workforce planning is a way to manage the human resource in the organization by
identifying the requirements, gaps, labour turnover ratio and the talent management practices
(Sujan, Bhasin and Mushtaq, 2020). It is regarding placing the qualified person at the suitable
post on the appropriate time based on the qualifications and the experience so that they can
contribute to the operational efficiency and achieving the organizational objectives.
Advantages:-
A) Boosts the morale of the employees by assigning them the duty of their interests.
B) Optimization of the processes to increase the level of the operational efficiency.
Disadvantages:-
1. Traditional way of forecasting the demand of human resource shall not identify proper
requirements.
2. This will restrict the growth and versatility of the employees.
Recruitment and Selection
Recruitment and selection is the process which assists in the selection of the most
effective employee in the organization possessing the suitable qualification, experience and the
required qualities to perform the target work. The candidates are shortlisted and the most talented
among them is hired by the HR official (Agnihotri, Sareen and Sivakumar, 2018).
Advantages:-
C) Effective recruitment and selection process shall ensure that most efficient employee is
recruited and drive future growth prospects of the company.
Disadvantages:-
 It is a complex process where various stages of the recruitment programme are
undertaken to select the suitable candidate. It involves huge cost, time and efforts of the
organization (Wawira and Susan, 2019).
Training and development
It is termed as the activities that are used within the company to create the knowledge and
skills off employees at the time of giving information instruction regarding performing tasks