Human Resource Management: Overview, Roles, and Benefits

This presentation provides an overview of human resource management, focusing on its importance in organizations. It discusses the roles and responsibilities of HR function, using the case of Unilever as an example. It also explores the benefits of HR practices to both employees and employers, and the effectiveness of different HR practices in raising organizational profits and productivity. Additionally, it examines the significance of employee relations and engagement in decision making, and highlights key areas of employment legislation. The presentation concludes with a detailed example and evaluation of the recruitment and selection process at Unilever.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
 Introduction
 Main Body
 Conclusion
 References

INTRODUCTION
 Human resource management is the systematic procedure of
effectively managing the human capital of an organization.

OVERVIEW OF THE COMPANY
 Unilever is a Dutch- British business entity which is a transnational
consumer goods organisation headquartered in London, United
Kingdom, Netherlands and Rotterdam.
 It is public company and is listed on LSE, NYSE, FTSE 100
Component, TTSE.
 It was founded in 1929. The product range involves beauty care,
food, refreshments, beverages, cleaning products.

PURPOSE OF HR FUNCTION
 The purpose of HR function in the Unilever company is to manage
the different needs of the employees .
 To formulate the workforce strategies in a such a way that reflects
optimum level of coordination in the organizational objectives and
employees' personal objectives.

ROLES AND RESPONSIBILITIES OF
HR FUNCTION
 Recruitment & Selection : This is one of the foremost and major
responsibility of HR function to determine the need of workforce in
the organization and find the suitable candidates.
 Training & Development : It is the responsibility of the HR
department of Unilever to provide training to its employees for
meeting the dynamic requirements of the business.
 Appraisals : The HR function of Unilever is expected to carry out
the performance appraisals on time.

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 Maintaining work culture : It is the responsibility of HR of
company to establish and maintain a safe, happy and soothing
working culture within the organisation.
 Resolving conflicts : HR plays great role in resolving conflict in the
company. It is natural that conflicts could arise because an
organisation is formed from different individuals who have different
opinions and perspectives.
 Employee relations : The primary objective of human resource is
to manage and deal with the employees at work.

ASSESSMENT OF APPROACHES OF
HRM PRACTISES
Approaches of workforce planning :
 Best fit approach
 Best practice approach
Approaches of Recruitment :
 Internal recruitment
 External recruitment

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Approach of Selection :
 Tests
Approach of Development and Training :
 On the job training
Performance Management and rewards system :
 monetary methods

BENEFITS OF HR PRACTISES TO EMPLOYEE
AND EMPLOYER
Benefits to Unilever
 It helps the organisation in creating and maintaining a flexible and
happy culture at workplace.
 It assists in developing the employees into more skilled personnel
which increases the productivity of the company.
 It resolves the conflicts within the organisation that helps in
maintaining peace and harmony at workplace.

BENEFITS TO EMPLOYEES
 HR practises in Unilever provides development and growth
opportunities to employees, which makes satisfy with their jobs.
 HR department listens to the grievances of employees and put them
forward to the senior management.

EFFECTIVENESS OF DIFFERENT HR
PRACTISES IN RAISING ORGANISATIONAL
PROFITS AND PRODUCTIVITY
 The HR practises in Unilever has resulted in to increase in profits
and productivity.
 Motivation tactics used by the HR department of company such as
monetary rewards, incentives, soothing working environment helps
employees in performing with high level efficiency.

EFFECTIVENESS OF EMPLOYEE RELATIONS AND
EMPLOYEE ENGAGEMENT IN DECISION MAKING
Employee relations is a term that describes the relationship
between the employer and employee. The concept of
employee relations is based on four pillars;
 open communication
 showing recognition
 Constant feedback
 Investing in employees.
These are the elements of employee relations that HR of
Unilever needs to consider in its decision making for
enhancing the relationship between organisation and
employees.

TO BE CONTI…
Employee engagement
 Employment engagement refers to the degree to which an employee
feel attached towards its work, job and the organization in whole.
 Flexible working system
 Organization establishing itself as employer of choice

KEY AREAS OF EMPLOYMENT
LEGISLATION
 It is the duty of the HR of Unilever that all the required legislation
are followed and duly complied. Some of the laws that organisation
must comply are :
 Equality Act, 2010
 Data Protection Act, 2018
 National Minimum Wage Act, 1998
 Employment Rights Act, 1996

A DETAILED EXAMPLE AND
EVALUATION OF RECRUITMENT &
SELECTION PROCESS
Unilever 's HR follows the external recruitment method in which it
uses online job portals for filling the gaps in the company. For this
purpose, the HR follows a systematic process which is described
below :
 Identification of the requirement of personnel in the company :
 Analysis of job
 Job Description

TO BE CONTI…
 Posting of Job description on Online job portals
 Screening and short listing
 Selection
This is how recruitment and selection process takes place in the
Unilever.

TO BE CONTI…
Rationale :
 The HR policy of recruiting people from online mode is rational for the
company as it allows in choosing from wide variety of potential candidates.
 Another rationale is that online mode of external recruitment is cost
effective as it rules out the operations cost of paperwork .
 it also lessens the burden of paperwork from HR department.
 In the selection process, there are two tier, one is written exam for testing
the technical capabilities of the person and second is PI in which the overall
personality of the candidate is observed and judged by the interviewers

CONCLUSION
 From the above study, it can be summarised that human resource
management is of great significance to an organisation as it deals
with the most dynamic and complex resource called human beings.
 The HR plays great role and responsibilities in raising Unilever's
productivity and financial performance.
 Like it assists in developing the employees into more skilled
personnel which increases the productivity of the company .

REFERENCES
 Johnson, P. and Szamosi, L.T., 2018. HRM in changing organizational contexts. In Human
resource management (pp. 27-48). Routledge.
 Leroy, H and et.al., 2018. Managing people in organizations: Integrating the study of HRM
and leadership.
 Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and organizational
performance using moderating meta-analysis. Human Resource Management
Review. 27(1). pp.134-148.
 Op de Beeck, S., Wynen, J. and Hondeghem, A., 2016. HRM implementation by line
managers: explaining the discrepancy in HR-line perceptions of HR devolution. The
International Journal of Human Resource Management. 27(17). pp.1901-1919.
 Noe, R.A and et.al., 2017. Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.\