Unit 36 - Human Resources - Values and Contributions to Organisational Success

This report analyzes different approaches used by organizations to attract, maintain and motivate their workforce. It also explores emerging HR developments and how organizations adapt to these aspects in the internal and external environment. The report recommends ways to improve delivery of sustainable performance. The case study used is Unilever plc.

Unit 36 – Human Resources –
Values and Contributions to
Organisational Success

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
Introduction to organization, structures and assessment of how it aligns with sustainable
performance of organization........................................................................................................2
Analysis of two major approaches to attract, retain and motivate employees.............................3
Emerging HR developments and how organization adapt to these aspects in internal and
external environment...................................................................................................................5
Recommending ways to improve delivery of sustainable performance......................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource refers to the department in business and it is highly responsible for working
related aspects such as recruiting, training, hiring, selecting, training etc. They are considered as
most of the business strategist to be one of the most important of overall company resources. In
the current report it will analyse different approaches in the context of organization which is
generally used in order to attract, maintain and motivate their workforce accordingly.
Furthermore, it would analysis emerging human resource departments with specific examples
that reflects how organization adapt with HR practices in such fastest changing macro and micro
environment. At the end of this several conclusions will be made in terms of further
improvement for organization to drive with sustainable performance in organization.
MAIN BODY
Introduction to organization, structures and assessment of how it aligns with sustainable
performance of organization
Unilever plc is considered as one of the British multinational consumer goods service providing
organization having its headquarter located in London. Their product portfolio consists of all
personal items such as food, cleaning agents, beauty product and personal care products. The
company is well- known for its largest production of soap across the world and all kinds of
products are easily available in 190 countries (Saputro and Nawangsari, 2021). Unilever is
usually organized into three major elements likely to be termed as food and refreshments, beauty
and personal care, and home care. Whereas entity is having their development facilities in India,
china, Netherlands, united states and United Kingdom.
The organizational structure of organization has covered with slight changes by making it
simplest and more focused over business practices. Organization stated to move from their
matrix structure and managing them around five business groups. Each and every group in
business is highly accountable for their own strategy, growth and profitability aspects. The
organizational structure of organization is termed as functional structure and it is divided as per
the focus areas. The primary advantage of functional structure is to provide assistance for
innovation and product development. There are some main characteristics of Unilever
organizational structure stated below:
Product type division –

In this phase, it allows managers of Unilever to handle manufacturing, development,
distribution and sales for consumer goods. Corporate managers are the one who utilize this
feature for coping up with market demands having appropriate product. The major advantage of
this structure is aligned with facilitation of entity effort to apply product differentiation that is
familiar with Unilever generic strategy. This type of corporate structure is beneficial as company
is having diverse portfolio of their products such as personal care, home care, refreshment and
food.
Corporate executive teams –
It is the secondary characteristic in terms of organizational structure of Unilever, and it is
totally based on business functioning. The organization has team for finance and marketing
communications. They tend to make leadership executive group and following are some of the
teams in the company structure.
 Human resource
 Chief executive
 Supply chain
 Research and development
 Home care
 Personal care
 Marketing and communications
Geographic divisions –
These are minor feature of organization structure which is considered by firm to assist with
regional strategies. Unilever marketing strategies in Europe are different from approaches
applied in Asian consumer goods. Moreover, corporate structure is utilized analyse the financial
performance of company. There are some geographic divisions which is generally maintained in
organizational structure of Unilever.
 The Americas
 Europe
 Asia/RUB/AMET
Analysis of two major approaches to attract, retain and motivate employees
Human resource departments set bunch of activities aligned with the process of training and
developing the satisfaction level of staff at workplace. It is prominent for leaders to look after

several benefits which should be provided to employees in order to promote positive workplace
environment. The key aspect which should be considered by organization is concerned that
talented and skilled individual are always in demand (Hamouche, 2021). So, it is essential for
organization to develop the culture of recognizing and reward which assist in making the
employee retention strategies more convenient. Implementing the culture of recognizing aids to
meet with individual basic needs without having any complexity. Money and benefits are
significant factors in terms of attracting and retaining individual. While reward and recognition
aids to cope up with basic human demands which is to be feel appreciated and rewarded for the
work they have done. HR managers can follow suitable approaches to make their employee
retention more lucrative.
 Implementing culture of reward and appraising – By formulating these kind of
environment make employee retention more significant. In such positive work culture
providing employee with appraisals and reward serve managers with ability to
accomplish significant advantage. Employees tend to work willingly and easily
collaborate with each other to accomplish the business goals. Supporting employees is
one of the most fundamental concern as it assists them to work more willingly. Support
can be provided in various forms whereby team members simply require additional
information regarding to the project while others demand in depth more training facilities
to grow. The culture of recognizing employee for their work highly motivates them to
carry out the quality output. However, it is not about celebrating milestones, they can be
valued by celebrating all necessitate aspects like promotion, birthdays and a lot more.
 Scheduling team building task – To motivate team, professionals adopt to this aspect to
ensure employee can work collaboratively with others to accomplish common goal.
There is no other way to make this advantageous rather than forming up team building
activities. There are numerous benefits aligned with process of team building like it
influence everyone to do something whatever they find out fun. Also, it contributes to get
in touch with each other over personal level. On the other hand, it enhances essential
knowledge and skills in people such as they are familiar to make effective
communications. It enables to get them out from their comfort zones and enhance the
ability to solve issues.

Emerging HR developments and how organization adapt to these aspects in internal and external
environment
Emerging technologies in human resource is designed in manner to alter the way of employee
screen, managing talent, on boarding and hiring (Nguyen, Yandi and Mahaputra, 2020). Most of
the human resources changing their structure with following certain technologies in trend. While
right measures and strategies creates positive impact on day to day operations. There are some
crucial trends which indicates the Human resource working scenario.
Hybrid structure –
In this trend, group of personnel relocated while work from home become part of routine,
and leaving all other teams as well as companies to scatter from one specific geographical
location to another. Organization influence their personnel to start office jobs and engage with
fundamental way of working collaboratively with others. By opting this particular approach, it
would be key element signifying the process of human resources.
Automation for day to day activities –
HR leaders has chance to leverage AI powered solutions to automate daily activities which were
carried out manually. It allows them to serve precedence to higher value as well as productive
working concerns (Samimi and Sydow, 2021). Some practices like sourcing talent, attendance,
on boarding and a lot more could be executed through systems.
Hence, successful human resources approach complements organization mission and
desired goals. Human resource leaders adapt and flex their practices by considering the following
factors aligned with their internal and external working environment. Impact of competition over recruiting – The extent of risk and competitive forces in
industry affect over organizational ability to recruit practiced workers. Whereas human
resource departments put their major efforts towards recruitment and attentive with job
fairs to stimulate entity with large number of applicants. They follow the programs and
benefits to make their employee retention fruitful. Impact of legislation – All kind of legal factor affect the HR activities, federal and state
legislation dictate assumption for business to keep with personnel records and other
significant data. For instance, health insurance portability, Americans with disabilities act
and accountability act place some fundamental obligations over managers to ensure

confidentiality of staff medical information. Human resource experts in this case stay up-
to-date of legal forms and train leaders over responsibilities. Internal norms and employee relations – Such policies and process impact human
resource activities. For instance, when organization is committed to promote from within,
the role of HR is to safeguard that employees are getting appropriate training and
development. If the firm is unionized, HR should interact in collective bargaining with
union over matter of representation. Whereas, external impacts, organizational culture
and political factors encourages bunch of criticisms as well as complaints to which HR
responds.
Recommending ways to improve delivery of sustainable performance
Most of the companies deals with majority of challenges to accomplish higher level of
performance as most of them struggle to sustain them (Yawalkar, 2019). In the context of
Unilever sustainable performance can be achieved by focusing over significant terms. Forming
up the cultural of effective communication at workplace is highly recommended in order to
promote work focus and better employee engagement which would further assist to deal with
getting desired goals. In fact, it serves an ability for organization to determine and look after
essential priorities which usually forms employee as top most performer. On the other hand,
alignment and ownership are the two major factors which aids organization to grow with
sustainable performance. It is further recommended for Unilever to set goals at organizational
level through which employee can tend to work higher performance in long term. Also, by
delegating decision- making authority will be efficacious for employee to empower them in
terms of taking necessitate decisions by their own.
Moreover, implementing key performance indicators will serve organization with
measures to conduct assessment for the working progress. This will be helpful to solve the issues
and enhance the overall working performance from which organization is lacking through. There
is significant chance for organization to deal with various difficulties and further promote them
with suitable measures. Understanding how working criteria’s and employee interactions re
being made is crucial. They can take valuable feedback from employee to seek their attention
towards what is being lacked by organization. sustainable performance changes are possible but
some changes in organizational mind- set is bit necessary (Al Mashrafi, 2020). Whereas goals
always serve as guidance, and having ability to look beyond can direct to several opportunities

which will allow organization to higher level performance and sustaining their results.
Formulating the positive culture is necessary for company to make employee engagement more
advantageous. Employee are backbone of organization as majority if efforts made by them lead
towards success. Leading and passion are two foremost elements of sustainable performance.
Hence, management can develop culture in which it influences both the aspects to accomplish
the better performance outcomes in their favour. It is mandatory for organization to collab with
these specific concerns in order to make their chance of growing sustainable performance. Such
effective performance will allow business to deal with various concerns and further they can
easily handle multiple challenges and conflicts in work culture. While with employee
engagement they can involve into the process of offering employee with feedback for their
performance to map the path towards achievement. The steps of monitoring will enable to boost
the morale of employees and retain them to serve best of them.
CONCLUSION
From the above report it has been identified about the human resource practices in the
organization and their influence over motivating employee at workplace. It has been figured out
there are some emerging developments within human relation segments and they are easily
accessible by them to adapt in such immense growing internal and external environment. human
resource departments are the one who provides supreme training and motivation to individuals
and teams in organization. They form positive culture or working environment which assists to
gain competitive advantage in industry. Furthermore, some recommendations are suggested to
organization in terms of enhancing their sustainable performance.
PART 2
Covered in PPT

REFERENCES
Books and Journals
Al Mashrafi, K.A.S., 2020. Human resource management and the electronic human resource (E-
HRM): A literature review. International Journal of Management and Human Science
(IJMHS), 4(2), pp.44-53.
Hamouche, S., 2021. Human resource management and the COVID-19 crisis: Implications,
challenges, opportunities, and future organizational directions. Journal of Management
& Organization, 1, pp.1-16.
Nguyen, P.T., Yandi, A. and Mahaputra, M.R., 2020. Factors that influence employee
performance: motivation, leadership, environment, culture organization, work
achievement, competence and compensation (A study of human resource management
literature studies). Dinasti International Journal of Digital Business Management, 1(4),
pp.645-662.
Samimi, E. and Sydow, J., 2021. Human resource management in project-based organizations:
revisiting the permanency assumption. The International Journal of Human Resource
Management, 32(1), pp.49-83.
Saputro, A. and Nawangsari, L.C., 2021. The effect of green human resource management on
organization citizenship behaviour for environment (OCBE) and its implications on
employee performance at Pt Andalan Bakti Niaga. European Journal of Business and
Management Research, 6(1), pp.174-181.
Yawalkar, M.V.V., 2019. a Study of Artificial Intelligence and its role in Human Resource
Management. International Journal of Research and Analytical Reviews (IJRAR), 6(1),
pp.20-24.

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