Importance of HRM Practices in Enhancing Organizational Productivity

This article discusses the purpose and functions of HRM, strengths and weaknesses of recruitment and selection approaches, benefits of HRM practices for employees and employers, effectiveness of HRM practices in increasing organizational profit and productivity, importance of employee relations, and key elements of employee legislations. The content focuses on Unilever as a case study.

HUMAN RESOURCE MANAGEMENT
1

INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Define HRM purpose and functions which is followed by business in workforce planning
and resourcing.............................................................................................................................3
P2 Determine all strengths and weakness of different approaches of recruitment and selection
.....................................................................................................................................................5
TASK 2............................................................................................................................................6
P3 Determine benefits of HRM practices which benefits employee and employer....................6
P4 Determine effectiveness of HRM practices through which organisational profit and
productivity can be increased......................................................................................................7
TASK 3............................................................................................................................................8
P5 Define importance of employee relation which can influence HRM decision making
process.........................................................................................................................................8
P6 Evaluate key elements of employee legislations which can influence HRM decision-
making.........................................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Demonstrate application of all HRM practices that are followed in workplace..................10
CONCLUSION .............................................................................................................................13
REFERNCES.................................................................................................................................14
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INTRODUCTION
Human resource management is an approach through which a business can plan,
organise, coordinate, control, monitor and execute all activities of management by which an
organisation can gain competitive advantage (Anderson, 2015). Human resource management
help business in encouraging employees to improve their performance by giving them valuable
feedback and make them have focus toward one common goal that needs to be accomplished,
through this employee engagement can be increased and effective decisions can be formed.
Unilever plc is a company of consumer goods which provides food products, baby food,
confectioners, cheese, ice creams, bottled water, energy and soft drinks. The company was
founded in London, UK in september, 1929. There are several subsidiary companies that are
founded by Unilever. The company operates globally and provides various products and services
in many domains and owns around 400 brands. Human resource management practices opted by
Unilever, help management in enhancing overall organisational productive through constructive
approaches. This project report is based on HRM practices which are followed by management
to enhance performance, gain profit and improve overall productivity of the Unilever.
TASK 1
P1 Define HRM purpose and functions which is followed by business in workforce planning and
resourcing
Human resource management- This practice help management in planning, organising,
controlling, coordinating and directing employees through which organisational goals can be
accomplished using constructive approaches. Human resource management of Unilever aims to
enhance performance of all employee's through which they can use innovative approaches for
accomplishing organisational goals and enhance organisational productivity (Armstrong and
Taylor, 2020).
Purpose
The purpose of HRM is to effectively coordinate with all employee's through which
management can direct their employee's for accomplishment of organisational goals. This
approach helps management in maintaining employee satisfaction through motivating them for
their contribution and through fulfilling employee needs. Some of the purpose of HRM practices
are stated below:
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 Employee engagement: One of the purpose of human resource management is to
enhance employee engagement through appraising employees for their contribution,
encouraging employee's, boosting employee morale and through encouraging them to
participate in all activities of management. Unilever use strategic approaches such as
employee motivation and meeting job satisfaction will help management in encouraging
all employee's to participate in planning strategies for performing activities through
which organisation can utilize all resources efficiently (Berman and et.al, 2019).
 Employee satisfaction: Unilever focus on encouraging their employee's through which
they can meet employee satisfaction and they can motivate their employee's to perform
effectively for achievement of organisational targets. Strategic approaches such as
recognizing, rewarding employee's can help management to encourage and increase
employee participation in planning, utilizing resources with constructive approaches and
gain competitive advantage from operations of management.
Functions
The functions of human resource management can be managerial and operative. Some of
the functions of HRM are stated below:
 Performance Appraisal: Performance appraisal is a managerial practice of human
resource management through which business focus on appraising and recognizing
valuable contribution of all employees in achievement of organisational goals. This help
Unilever in appraising employee performance through rewarding and recognizing their
contribution through which organisational competitiveness can be enhanced. This help
Unilever in enhancing employee performance who can contribute in strategic planning of
all activities through which business can utilize all resource efficiently and overall
productivity can be increased (Bowen, 2016).
 Assessing staffing requirements: This operative practise of human resource
management help business in assessing all staffing requirements through which business
can employee talent and potential candidates who can contribute in achievement of
organisational goals. This function of HRM help Unilever in identifying job
responsibilities and stating all skills which are required for performing assigned job roles
and activities.
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P2 Determine all strengths and weakness of different approaches of recruitment and selection
RECRUITMENT- This is an activity of management which is followed by human
resource department which focuses on attracting and recruiting most suitable candidate for
organisation who can contribute in achievement of organisational targets with innovative
approaches. This can be done by two approaches which are:
Internal approach- This approach of recruitment help business fill vacant positions from
existing employee's of organisations (Bringezu and Bleischwitz eds, 2017). Different types of
approaches of internal recruitment that are opted by Unilever are transfers, promotions,,
employee referrals and others.
 Employee referral: Employee referral is one basic approach of recruiting candidates for
desired vacant job role from existing employee's of organisation. Through keeping data
of existing employee's and through considering candidates who are refereed by
employee's of organisation can help Unilever in recruitment a potential candidate.
Strengths: The internal approach of recruitment help Unilever in saving time as they can promote
existing employee's for vacant job role and thus this approach is cost effective which also help
management in enhancing employee engagement.
Weakness: This approach of recruitment opted by Unilever can create a gap in existing
workplace, it also limits the pool of candidates and can also create resentment within superiors
and subordinates.
External approach- The external approach of recruitment help Unilever to hire potential
candidates from outside from pool of talent and potential candidates who can contribute in
achievement of organisational goal using constructive approaches (DeCenzo, Robbins and
Verhulst, 2016).
 Advertisement: By promoting and advertising job specifications and through using
various job portals help Unilever in attracting potent and competent candidates who have
accurate knowledge about roles and responsibilities that need to be carried out within
organisation.
Strengths: This approach of recruitment used by Unilever to attract and recruit candidates help
management to have creative ideas, reduce political issues treat all candidates fairly and operate
with competitive spirit within industry.
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Weakness: This approach of recruitment used by Unilever is an expensive method and thus
involves high risk factors which can affect performance of organisation.
SELECTION- Selection is a process of hiring most suitable, potential and skilled
candidate who can perform all assigned tasks and duties within specific span of time and through
using creative and productive approaches (Kavanagh and Johnson, eds, 2017). There are several
approaches of selecting a potential candidate for organisation who can contribute in enhancing
organisational productivity. These approaches of selection which are opted by Unilever are
stated below:
 Interview method: This is one the basic approach of selecting a potential candidate for
desired and vacant job position. Unilever focus on conducting several rounds of interview
through which business can analyse knowledge and skills of most desirable candidate.
Strengths: This approach help business in monitoring candidates skills and knowledge.
Weakness: This approach of selection is a time consuming and expensive method.
 Psychometric test: This approach of selecting a candidate opted by Unilever help
management in analysing skills and their presence of mind of through which business can
analyse how candidates can handle any situation (Marchington and et.al, 2016).
Strengths: This approach of selection process used by Unilever help management in hiring all
desirables candidates who can perform assigned tasks and duties.
Weakness: This method of selection process can be frustrating for candidates and is a time
consuming approach.
TASK 2
P3 Determine benefits of HRM practices which benefits employee and employer
 Fair compensation- One of the basic practice of HRM practice focuses on providing fair
compensation to all individuals working in an organisation through which performance
can be enhanced (Mathis, Jackson and Valentine, 2015).
Benefits for an employer
Reduced turnover and absenteeism: Through using fair compensation practices, Unilever
have reduced employee turnover and absenteeism by appraising their contribution in achieving
organisational goals and objectives.
Benefits for an employee
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Enhanced participation and boosts self-confidence: Fair compensation practices help
Unilever in encouraging their employee's to participate in all activities of management through
which they can increase their participation (Mitchell, 2018). By encouraging employee's and
providing fair compensation help boost morale of employee's and make the feel valued by
organisation.
 Effective teams- Self-managed and effective teams help Unilever in enhancing team
spirit of their employee's which will help in achieving goals within specific span of time
and through using constructive approaches.
Benefits for an employer
Faster and enhanced communication: Self managed and effective teams help Unilever to
interact with each other and share al valuable information which is required to perform all
activities of an organisation using innovative and constructive measures.
Benefits for an employee
Increased motivation: Effective and self-managed teams help Unilever in encouraging
employees which can boost morale of employee's and they can engage in activities and enhanced
and effective decisions for achievement of organisational goal can be formed.
P4 Determine effectiveness of HRM practices through which organisational profit and
productivity can be increased
Human resource management is a strategic and systematic approach through which
business can enhance their performance and achieve organisational goals by using constructive
approaches. There are several organisational practices through which a business can enhance
their productivity and earn maximum profit, some of such practices are stated below:
 Recruitment and on-boarding: Recruitment, selection and on-boarding of most
potential candidate is one of the basic practice of human resource management which
helps business in hiring candidate who is competent enough to perform all assigned job
tasks and activities using various innovative and constructive approach. Unilever focuses
on their recruitment and selection process through strategically planning all required
skills for specific job roles and communicating the necessary required skills which a
candidate must have to perform assigned job roles and help organisation to accomplish
their targets and earn maximum profits (Morgeson, Brannick and Levine, 2019).
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 Employee coaching and development: One of the basic practice of human resource
management is to provide coaching to employees through which business can enhance
their skills and develop their competencies through which they can perform assigned job
roles which can help organisation in accomplishing their common targets and earn
maximum profits. Unilever monitors training requirements of their employee's through
which management can provide training to their employee's on accurate time which is
necessary for performing job roles and earn maximum profits from their operations and
increase organisational productivity (Pareek and Rao, 2015).
TASK 3
P5 Define importance of employee relation which can influence HRM decision making process
EMPLOYEE RELATION- A relationship between all superiors and subordinates help
business in enhancing overall productivity and competitiveness of an organisation. These are
organisation efforts to maintain healthy relationship among employer and employee. Through
fair and positive employee relation, it help Unilever in treating all employees equally and
eliminate biasness. Some important factors of employee relation through which decision making
process of HRM can be influenced are stated below:
 Increased employee engagement: Human resource management is a practice through
which business can enhance employee engagement and encourage them to participate in
all activities of management through which effective decisions can be formed and
organisational competitiveness can be formed. Unilever encourages their employees in
taking participation in decision making and forming decisions which are beneficiary for
organisational success and growth and help management in maintaining their goodwill in
marketplace (Quinlan and et.al, 2019).
 Effective communication: By having brief interactions can help management in forming
essentials decisions through which business can accomplish organisational goals.
Unilever focuses on maintaining healthy and positive relation between employer and
employee through which they can share all valuable information which is required to
make necessary decisions through which business can achieve their targets within their
deadlines.
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 Quick problem solving: Human resource management help business in quick resolution
of conflicts through which they can maintain healthy working scenario and this will also
lead to job satisfaction to all employee's (Shields and et.al, 2015). Unilever focus on
maintaining healthy communication and relation with their employee's through which
they can maintain healthy working scenario and all employee will participation in form in
decisions which will help in achievement of organisational objectives. Unilever focus on
encouraging their employees to involve in activities and share their ideas through which
common objective of management can be accomplished.
P6 Evaluate key elements of employee legislations which can influence HRM decision-making
EMPLOYEE LEGISLATIONS- The employee legislation laws are laws of
employment which includes employment standards, labour relations, employee benefits and their
rights in the organisation they are working. Some o0f the employee legislations which influence
decision making process, are explained below:
 Health and Safety Act, 1974: This primary employee legislation act states fundamental
structure ad authority of encouragement. This law states that organisation must focus on
health and safety of their employees, as this also acts as a source of motivation and will
increase willingness of employee's in organisational activities. Unilever focuses on
providing health and safety benefits to their employee's through which they can
encourage employees to participate in activities and help in forming effective
organisational objectives (Storey, 2016).
 Employment Rights Act, 1996: The employment rights act was passed by Conservative
government which highlights existing laws which are related to rights of individuals
under UK labour law. Unilever is aware about employment rights and focuses on
increasing awareness about their rights in organisation through which it can motivate
employee's and encourage them in participating in organisational activities and take
effective decisions for accomplishment of organisational goals.
 Equality Act, 2010: This act of employee legislation was passed during Brown ministry
with primary objective of consolidating acts. This acts focuses on treating all employees
equally regarding their age, gender and eliminate discrimination within workplace.
Unilever focus on treating all of their employee's equally through which they can increase
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employee engagement and motivate them to use creative ideas in planning strategies and
make effective decisions through which organisational goals can be accomplished.
TASK 4
P7 Demonstrate application of all HRM practices that are followed in workplace
Job description: This describes all general tasks , duties, roles and responsibilities that
need to be carried out in a specific job role and position (Veld, Semeijn and van Vuuren, 2015).
This document comprises of all activities that need to be performed by selected candidate.
Unilever have stated all necessary information which is required for a specific job position
through which selected candidate can perform assigned tasks effectively.
JOB SPECIFICATION
Organisation: Unilever
Job profile: Marketing Manager
Job purpose: To work in an organisation through which I can enhance my career and grasp
opportunities which can shape my career in my specialised field of working.
Roles and responsibilities:
 Ability to manage operation through media platforms
 Must have strong knowledge-based regarding tools which are used for marketing
 Form marketing strategies through which business can attract numerous customers
through media platforms and enhance business growth
Required skills:
 Must be a graduate from recognised university
 Must have pursued post-graduation from reputed institute in marketing and IT domain
 Sound knowledge regarding social media platforms
 Efficient time management skills
 Strong communication
 Must have experience in digital marketing of minimum 6 months
Curriculum Vitae
Patrick Melrose
Address: HS Street, 7th lane, London, UK
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Contact no: 00953-25634
Objective: To work with a reputed and recognised organisation through which I can get
opportunities of enhancing my skills and grow my career into my area of expertise.
Qualification:
Bachelor's degree in commerce
Master's degree in finance and marketing
Experience:
Worked an finance executive for 9 months
Worked as an digital marketing associate for 6 months
Worked as an SEO manager for 1 year
Person specification
Job position: Marketing Manager
Area of service: HOD
Criteria required skills Essentials Desirable
Leadership skills
effective communication
delegation of responsibilities
Monitoring performance
formulating strategic planning
Qualification In depth marketing knowledge Market analyst
Required knowledge Market survey to analyse
different market trends and
demand
formulating effective
marketing campaign
Delegation and
implementation of strategic ,
coordinating effort to
individuals achieve objectives.
Experience required Minimum of 1 year
Preparatory notes for interview
 Monitor the skills and competencies of selected candidate's through which candidates
awareness about their job roles and responsibilities can be analysed.
 Monitor awareness of candidate regarding organisation in which they have applied.
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Offer letter
Dear Patrick,
we are glad to inform you about your selection for job role of Marketing Manager in our
organisation, Unilever. We are looking forward for your joining in our company.
Job roles and responsibilities:
 Analyse changing market trends
 Conduct market research by using effective tools
 To develop effective marketing strategies
 Must be able to control and direct all team members
Offered salary: $27,000
Hours of working: 12:00PM – 8:30PM
Recruitment process
There are several rounds of interview through which most desirable candidate is selected
for vacant job role. Different rounds of recruitment process which is followed by Unilever are
explained below:
 Telephonic interview- This is the first stage of interview method in Unilever which is
performed through telephonic calling or video calling. This stage involves screening of
candidate and on the basis of interview and most potential candidate is selected for
further rounds.
 Individual assessment- It is one of the technique which helps Unilever in mass hiring
through evaluating their skills and their competencies for performing assigned job roles
and responsibilities.
 Face to face interview- This is the third stage of recruiting a candidate which involves
analysis of knowledge, skills and potential of most competent candidate for further
rounds.
 Group interview- At this stage of interview method, group of candidates are put
together and elimination of candidates is done on the basis of their knowledge and on the
basis of conducted interview session.
 Interview with panel- This is the last stage of interview method which is followed by
Unilever, in which management sets a panel of members who sit together and ask
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required set of questions to selected candidates through which they can judge candidate
and select one who is most competent for vacant job position.
Process evaluation and rationale for conducting appropriate HR practices
The above mentioned process of recruitment help Unilever in mass hiring, in analysing
knowledge and competencies of all selected candidates, their team working ability can be
analysed and all candidates an feel more valued by organisations. This process of recruitment
help Unilever in selecting those candidates who can perform all assigned tasks and duties which
innovative and constructive approach.
For improving performance of all employee's of Unilever, management use extrinsic and
intrinsic rewarding system through which they can boost morale and appraise employee's for
their valuable contribution in the accomplishment of organisational goals.
CONCLUSION
Human resource management is as systematic, strategic and planned process through
which a business can effectively manage all activities, enhance overall productivity and
accomplish organisational goal using most constructive approaches. Human resource
management help business to strategically plan all activities through which all the resources can
be utilised properly and organisation can gain competitive advantage from their operations.
These practices help management in assessing all training requirements through which they can
enhance employee performance, encourage employees through which they can use innovative
and constructive approaches for achieving all organisational targets. There are numerous
strategies that are adopted by these personnels through which employee satisfaction can be met
by providing them valuable services and making all employees aware about their rights in the
organisation.
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REFERNCES
Books and journals
Anderson, V., 2015. Research Methods in Human Resource Management-Investigating a
Business Issue.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Berman, E. M and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bowen, D. E., 2016. The changing role of employees in service theory and practice: An
interdisciplinary view. Human Resource Management Review, 26(1), pp.4-13.
Bringezu, S. and Bleischwitz, R. eds., 2017. Sustainable resource management: global trends,
visions and policies. Routledge.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Kavanagh, M. J. and Johnson, R. D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Marchington, M and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Mathis, R. L., Jackson, J. H. and Valentine, S. R., 2015. Human resource management: Essential
perspectives. Cengage Learning.
Mitchell, B., 2018. Resource and environmental management. Oxford University Press.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Pareek, U. and Rao, T. V., 2015. Designing and managing human resource systems. Oxford and
IBH publishing.
Quinlan, C and et.al., 2019. Business research methods. South Western Cengage.
Shields, J and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Storey, J., 2016. Human resource management. Edward Elgar Publishing Limited.
Veld, M., Semeijn, J. and van Vuuren, T., 2015. Enhancing perceived employability. Personnel
Review.
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