International HRM- The three most important HR practices for an International business

This presentation analyzes the three most important HR practices for an international business, with a focus on Unilever. It also discusses the issues surrounding the management of human resources in the global context.

International HRM- The three most important
HR practices for an International business

INTRODUCTION
International HRM is the term which is used for the business which helps in
managing the human resource activities at large scale. Unilever is the British multinational
consumer goods company which delivers products and services to the customers for their
daily routine.
The presentation will analyze that how the HR practices within Unilever play
major role in knowing and evaluating the basis through which the HRM of the company
have taken concern for improving the performance of employees. Along with that, the
issues will also be described regarding surrounding the management of Human Resource in
the global context.

MAIN BODY
Three most important HR practices for an international business
 HR practices are the most important practices which helps the business in growth and development
and helps in analyzing the scale of business which helps in creating value for the business and this
creates the aspects through which effective and efficient international business can be served at
large scale. There are three most important HR practices for an international businesses which helps
in evaluating and assessing the aspects of business of Unilever. The three most important practices
for the Unilever are described as follows -
 Selective and appropriate hiring — Selective hiring is the most important point of concern for
Unilever. Hiring of the right individuals is done within Unilever as it helps in increasing the
performance of the employees when they are placed at right jobs within right roles. The hiring
process helps in knowing the basis through which the performance of the employees is evaluated so
that the company seeks growth and development at large scale. The process of selective hiring helps
the company in ensuring that the employees are worthy for their roles or not.

 The issues surrounding the environment of Unilever are described as follows -
 There is difficulty in compliance with labor laws which are working within Unilever.
 Development of agile leaders becomes an issue within Unilever.
 Retaining the talent which becomes critical and problematic for Unilever.
 Effective collaboration and coordination becomes an issue for Unilever which results in
challenging environment for the company.
 Sharing of knowledge across boarders becomes an issue for the management as
management of Unilever creates problem within the global context.

Thus, selection and appropriate hiring of the employees is done at large scale
which helps to create value through which all essential aspects are considered at large
scale. The best HR practices which is framed for the Unilever is this which enables HR to
work upon it for helping in the scale of how the employees are taking major concern at
large scale. This HR practice helps Unilever to channelize their workforce and employees
so that they are placed at right positions and at right time within the framework of HR
rules. Hiring and selection also creates value within the professionalism which is
maintained by the HRM of the company for the employees and this helps in knowing the
basis through which all aspects of how the candidates are being hired and selected for the
given role and position are being evaluated and identified.

Training and development for the skills — This is one of the best HR practice for
Unilever and this helps in knowing the basis through which training and development is to
be provided to the employees so that all their performance is measured effectively and
appropriately. With the help of training and development all the measures of how the
employees' performance is being evaluated and this helps in creating the value through
which training is being provided to the employees for analyzing and knowing the scale of
performance and how the employees are performing within the company. With the help of
training, the employees are prepared to perform better within their work roles and at their
positions. This helps in creating the value through which all there is development of skills
and capabilities which and individual or employee within Unilever possess.

 These are some major issues which the management faces in the training and
development practice which is being served to the employees to help them in
improving their performance. Examples to analyze this practice are — Sainsbury
follows the practice of training and development which helps in creating value through
which all aspects are concerned which have been created effectively and has been
improving the performance of employees at large scale. Tesco has been using the
training and development method to analyze and identify how the performance of the
employees can be improved so that the skills are also analyzed and the aspects of
working within the company is also evaluated at large scale.

Provide security to employee's in HR practice:
 Security is very important because it reduces the financial obligations, insurance,
compensation and other security expenses to be paid by the company. The human resource
management plays a effective role in supporting the workplace and safety, it eradicates
hazards, protect the workers and improves the workplace safety and health. Security is the
first leadership value of any firm, caring about the people and ensuring their safety.
Security is the most important aspects that a person looks in a organization before joining.
The duty of every firm is to provide a secure working environment to the employee's,
every employee's dream is to work in productive environment with a secured plans.
 To provide security to the employees is to create regular raise of opportunities, increase the
training opportunities that means give interested employee's a chance to make a
progressive growth in the job through skills development.

 Unilever is a good moral standard company that strives to treat their employee's very
well, in comparison with other companies . It respects the work life balance of the
employee's and provide work arrangements to employee's to give their best.
 Safety of employee's:
 To provide the security to the employee's the company have to increase the
productivity and the organization should focus on the solutions of the volunteer.
 Security or safety is all about people, every single employees have the right to work
free and able to live from the risk of damages and accidents. To build a good security
culture a strong policy framework is important.

 The security improves the bottom lines of the organization. When the organization have
a team of employee's who works together for a long period of time, they are far more
better to work on the new projects and create innovation.
 Life long friendships are formed and it make strong bonds and connection between
them.
 When people are not feeling good they worry about their jobs and settle into doing their
best work. Job security is the best used as motivator for the employee's.
 Motivate them with stock options and retentions whenever possible.
 A good employer treats their employee's with respect and encourages them and they get
a strong bond of corporate culture. You need to have the right people on your team.
While you can try to hire only the best this is not always possible.

CONCLUSION
Thus, it is concluded from the above presentation that how the HR practices
within Unilever play major role in knowing and evaluating the basis through which the
HRM of the company has taken concern for improving the performance of the employees.
Along with that, the issues were also described regarding surrounding the management of
Human Resource in the global context. Further the importance of HRM within Unilever
was also described which helped in knowing the basis through which all aspects are being
concerned for the management top perform some functions by framing of the rules and
regulations at large scale.

REFERENCES
Books and journals
 Boon, C. and. et. al. 2019. A systematic review of human resource management systems and their measurement.
Journal of management. 45(6). pp.2498-2537.
 Harrison, T. and Bazzy, J.D., 2017. Aligning organizational culture and strategic human resource management.
Journal of Management Development.
 Aburumman, and. et. al , 2020. The impact of human resource management practices and career satisfaction on
employee’s turnover intention. Management Science Letters, 10(3), pp.641-652.
 Haak-Saheem, W. and Festing, M., 2020. Human resource management–a national business system
perspective. The International Journal of Human Resource Management. 31(14), pp.1863-1890.