Resource Management in Unilever: HRM Practices and Employee Relations

Resource Management

Contents
INTRODUCTION...........................................................................................................................3
PROJECT 1......................................................................................................................................3
Overview of Undertaken Business.........................................................................................3
Purpose, roles and responsibilities of HR function................................................................3
Critique about approaches of Recruitments and Selection.....................................................4
Evaluation of HRM practices.................................................................................................4
Evaluation of Employee Relations and HRM practices.........................................................5
Evaluation of Key aspects of employee legislation applicable on organisation....................6
Project 2...........................................................................................................................................7
Job specification.....................................................................................................................7
CV...........................................................................................................................................7
Interview Documentation.......................................................................................................8
Critical Evaluation of undertaken Selection process..............................................................9
CONCLUSION................................................................................................................................9
REEFRENCES..............................................................................................................................11

INTRODUCTION
The human resources in an organization appear to become one of the most critical factors in
meeting operational goals (Armstrong and Taylor, 2020). The idea of handling human resources
depends on having a sensible approach to the operation and management about an employee. In
this project the company selected is Unilever which was established in 1929 in UK and at present
is one of the leading multinational consumer good companies.
In this project, purpose and scope of Human Resource Management, key elements of HRM
and analysis of internal and external factors that affect HRM decision-making, including
employment legislation. In addition, implementation of HRM practices in a work-related context
is discussed underneath.
PROJECT 1
Overview of Undertaken Business
Unilever is among the popular consumers 'producers of commodities like milk, household
goods, teas, shampoos. A wide variety of goods or a service is included in the corporate brand
portfolio. The company owns more than 400 labels which are sold globally in more than 190
countries. The company's goal is to foster healthy customer lives, while the mission statement
emphasizes on bringing value to the lives of its clients (About Uniliver, 2020). The strategic
goals of this corporation are that all obligations for its clients are met in order to promote
sustainable growth.
Purpose, roles and responsibilities of HR function.
The goal of developing a hr. department in Unilever, in compliance with the interests of the
corporation, is to ensure that all worker desires and aspirations are fulfilled (DeCenzo, Robbins
& Verhulst, 2016). This function's activities are both directed at increasing workplace morale
and performance. Here is a short overview of the main functions and duties of the HR team of an
enterprise.
Acquisition: The key function of the HR team is to appoint qualified candidates for the
vacancy of the company. This task will include important evaluation, appraisal and decision-
making for worker recruitment. The development of right organisation's expertise makes a
significant difference to meeting important long-term and short-term corporate goals.

Appreciation and maintenance: It is also a primary activity that concentrates on
encouraging and addressing their concerns encouragement and maintenance. To perform this
position, HR managers need a lot of hard work and determination as their workers will be
actively engaged to ensuring that performance is higher (Marchington and et.al, 2016). This
optimistic workplace declaration should ensure that corporate objectives are achieved.
Training and development: The HR main obligation is focuses on the upgrading and
strengthening of employee qualifications and capacities in order to meet current business main
overall standards. A Human Resources Specialist must have proper understanding of the
workplace environment but that preparation and learning programs are formulated in line with
this principle.
Critique about approaches of Recruitments and Selection
Recruitment and evaluation was pointed as one of the main steps aimed at giving the
company new and innovative talent. Unilever's recruiting process is ultimately achieved through
the form on the website jobs. The key strength of the alternative is that it covers all over the
world and provides the graduates with the right company knowledge. The biggest drawback in
the recruiting on internet platforms is that they are primarily geared towards rookies and do not
have knowledge about the employment in seasoned applicants.
The process of selecting for the above company includes a video interview with scenario-
question and justification for selecting as selecting the Unilever as the main job preference. This
move is pursued with a more demanding physical examination which provides opportunities to
understand Unilever's business climate. The value of using this method to selection being that it
helps to collect important candidate-related knowledge and facilitates optimal decision-making.
Organising interviews electronically and personally may be deemed a time-consuming procedure
and does not contribute to appropriate applicant recognition.
Company will use a combination of recruiting and screening strategies to ensure that there
are strong chances to find a good applicant (Gupta and Shaw 2014). They can also use social
networking sites including job platforms for recruiting. The use of the assessment test would be
useful in deciding if the applicant is appropriate for a specific profile.
Evaluation of HRM practices
Below is a comprehensive overview of an organization's various HRM activities and their
commitment to improving efficiency and income.