International HRM - HR Practices of Unilever Plc

This presentation analyses the HR practices of International HRM of Unilever Plc, a multinational public limited company of United Kingdom selling consumer goods around 190 countries. The most important HR practices for an international business such as Recruitment and selection, Training and Development, and Employees Benefits are discussed.

International Human
Resource Management

Table of Content
 Introduction
 HR practices
 Recruitment and selection
 Training and development
 Employee benefits
 Conclusion
 References

Introduction
 International Human Resource Management is strategic techniques
which is used in organisations for managing or controlling all activity
related to its human resources in international level.
 This project is analysing HR practices of International HRM of
“Unilever Plc” is used which is a multinational public limited company
of United Kingdom selling consumer goods around 190 countries.

HR practices for an international
business
HR practices is a universal principle and strategic operation of a HRM that is used in an
organisation in order to make its business performance effective for achieving its
organisational goals. In context of Unilever Plc the most important HR practices for an
international business are has been discussed below:-
 Recruitment and selection
 Training and Development
 Employees Benefits

Recruitment and selection
 The most important HR practices of Human Resource Management in
is recruit most suitable and productive candidate for the job of
international business.
 For selecting and recruiting a suitable employee for the organisation
different ways are available for the human resource management
company such as Panel Based Interviews, Better Advertising for job
opening, Internships, Video Interviewing and Be selective.

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 Most of the company uses external recruitment process in its business because it
help to gather new talent or idea for their organisation which make their work
most effective.
 This process is expensive and time consuming because it take most time in order
to recruit best suitable for the right job and it also take more cost for their
recruitment as well as in their training also.

Training and Development
 Training and development is an essential tool to manage
human resources successfully. The process enhances
manpower retention and job satisfaction which raise the
interest within the employees to work harder.
 Within Unilever, training and development increases
morale of workforces of the respected company as well
as motivates the human resources.

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 Training and development within the company helps in lowering the attrition of
the employees. The process also facilitates in preparing an individual engaged in
the company for upcoming challenges that are to be faced by the company.
 The session of training and development within the Unilever provides assistance
to human resources of the company in fostering the leadership. It also helps the
company in its overall growth by gaining competitive advantages over the
competitors in the market.

Employees Benefits
 Employee Benefits refers to those HR practices where some
benefits are provided to the employees of the organisation
according to their performance.
 These are indirect compensation which is provided to the
employees apart from their remuneration.

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 Employee benefits provide various advantages to the international business and
make its HR management most effective. These benefits help the hard working
and dedicated employees in order to get satisfy and improved its within the
organisation.
 It help the organisation by keeping most dedicated employees stay for long term
basis by reducing the throughput and it also helps in organisation better growth.

Conclusion
 From the above discussion it will be concluded that after analysing and justifying
most important HR practices help HR management of international business to
become most effective for its organisation in order to perform its work.
 HR management perform various type of practices in the organisation.
According to this project the most important HR practices is recruitment and
selection, training and development and employees benefits.

References
 Adler, N.J. and Ghadar, F., 2017. 6. A Strategic Phase Approach to International Human
Resources Management. In International management research (pp. 55-78). de Gruyter.
 Arunprasad, P., 2017. Inevitable knowledge strategy: A paradigm shift in strategic HRM
practices to augment firm’s performance. Employee Relations.
 Ayentimi, D.T. and Burgess, J., 2021. 13 HRM Practices of Sub-Saharan African
MNEs: Following the Best Practice Western MNE HRM Model?. International HRM
and Development in Emerging Market Multinationals, p.13.

References
 Chakraborty, D. and Biswas, W., 2020. Going green with green HRM practices–A strategic
initiative for reinvigorating performance optimization in companies. Prabandhan: Indian Journal
of Management, 13(10-11), pp.8-26.
 Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic and
international perspectives. Sage.
 Dalton, K. and Bingham, C., 2017. A social institutionalist perspective on HR diffusion: historical
and cultural receptivity to HRM in a post-communist context. The International Journal of
Human Resource Management, 28(6), pp.825-851.