International Human Resource Management: Importance of HR Practices to Business Strategy and Tools for Global Talent Management and Succession Planning

This article discusses the importance of HR practices to business strategy and explores tools for global talent management and succession planning in International Human Resource Management. It includes a case study of Unilever's HR practices and strategies for long-term sustainability in the market.

INTERNATIONAL HUMAN
RESOURCES
MANAGEMENT

Table of Contents
MAIN BODY..................................................................................................................................3
TASK-1............................................................................................................................................3
TASK -2.........................................................................................................................................11
Importance of HR practices to the business strategy.................................................................11
Task 3.........................................................................................................................................15
LO3 Critically explore and evaluate tools for the global talent management and succession
planning.....................................................................................................................................15
Career management model........................................................................................................17
REFERENCES................................................................................................................................1

MAIN BODY.
TASK-1
Slide 1

Slide 2

Slide 3

Slide 4
International HRM deals with cultural diversity on a much broader scale as compared to
domestic HRM. It helps the HRM to share and implement new and innovative ideas to the
company and also improves the flexibility of employees to cope up with change (Lopez-
Cabrales, and Valle-Cabrera, 2020). However, it becomes hard for the HRM to manage
people coming from varied range of background and still maintain the decorum throughout
and across international boundaries.

Slide 5
The laws which exists in respect to these issues and their punishment for the committed offence
changes with the change in national boundary (Stankevičiūtė and Savanevičienė, 2018).
The diversity in the policies in the HRM on the global level provides the HRM with a variety
of options that can be used for enhancing the existing policies within an organization. On
the contrary, it can also increase the level of difficulty in maintaining and adhering to the
policies of different countries.

Slide 6
Adhering to the specific laws which are followed in different countries can be quite stressful for
the Human Resource Management of Unilever. But, it can be found beneficial for the
company if it truly provides the employees with the laws operating within their country
(Memon and et.al 2020). It improves employees satisfaction, by following different tax laws,
the HRM might save taxes and thus help in achieving the organizational objectives.

Slide 7

Slide 8

TASK -2
Importance of HR practices to the business strategy
Unilever company is multinational British company which deals in consumer goods
headquartered in London, England. The company sells variety of products such as food , ice-
creams, vitamins, minerals , tea, coffee etc. Unilever is the largest manufacture of soap in the
world. The products of this company is available in more than 190 countries (Amaral, and Daza
Jaller, 2020). The organisation have more than 400 brands with the turnover of 51 Billion in
2021. The company has divided its products into three divisions: Food and Refreshments , Home
Care, Beauty and Personal care. The company also diversified its business globally and made
corporate acquisitions including Lipton, Brooke Bond etc.
Human resource refers to the division of business which is associated with the recruiting,
training an screening of the job applicants. It helps the companies to deal with the changing
business environment. The professional working in Human Resource Department have the
responsibilities that includes the compensation, benefits , recruiting and consider that the laws
are complied by the management of the company (Hewett, and et.al, 2018). The HR department
of the Unilever company has various responsibilities of hiring and recruiting the candidates best
suitable of the job. The role of human resource department is very essential component of every
business as it has to perform the task associated with maximising the productivity of the
company. They are also responsible for maintaining the favourable working environment and
resolve the issues which arise at the workplace. The Human Resource Department of the
Unilever company have the responsibility of framing the policies, procedures and guidelines for
effective functioning of the company (Pritvorova, and et.al, 2018). Human Resource practices
includes the various strategies operation of HR. They guide and manage the employees of the
company and also coordinate the business activities in order to achieve the objectives of the
company.
The company is incorporated with some objective and in order to reach and meet the
goals of the company , the organization have to make various policies , plans and strategies in
order to successful achieving the company's objective. The management has to consider various
perspectives for framing the strategy for successful meeting the vision of the company. He
business strategy can be defined as the set of decisions that helps the entrepreneurs in achieving

the objectives of the company. Business strategy refers to the plan that the management of the
company implements in order to secure the competitive position in the market, to retain the
customers and carry on its operations successfully for the achievement of the objectives of he
company (Arredondo, and Alfaro Tanco, 2021). The strategies of the company is long term
plan and gives direction for the achievement of the objectives of the company. Unilever
Company business strategy focuses on manufacturing the products which is unique which is
offered by the other companies. It focuses on the features of the product through which
customers are attracted and also compete in the market. Strategic management is the process of
setting the procedures, policies and goals in order to make the company competitive. If the
company wants to expand its business internationally the company has to evaluate and analyse
the demand of the products in the market and make strategies which helps the company to grow
in the market (Kitsios, and Kamariotou, 2019). The relation between the Human Resource is to
bring innovation and flexibility and to compete in the market against the companies offering
similar products. It also helps in making favourable organisational culture which will enhance
the team work in the company which will help in improving the performance of the company.
The management of the company while framing strategies analyse the market trend, environment
in order to exploit the opportunities and identify the threats which can affect the sales of the
company and overcome those threats and weaknesses in order to gain competitive advantage
over other companies in the market.
Human Resource is considered as an important part in formulating the business strategy
of the Unilever. The managers of the company realize the importance of well trained employees
for achieving the objectives of the company. The HR practices of the Unilever involves the
strategic operation of the department. The HR Department have the responsibility to guide and
manage the employees of the company which help in building coordination in the company for
implementation of plan for the achieving the objectives of the company. If the company makes
plans in expanding its operations then these HR practices help in recruiting and selecting
effective candidates for the company (Beijer, and et.al, 2021). The professional working in the
Human Resource department ensures that talent priorities are given more importance while
making business strategy for the Unilever.
 Security to the employees: Every employee wants safety associated with the company in
which they are working and it is the best practice for the security of the employee. The

contracts are made between the employer and employee which specifies the job security
of the employee in the company. It is a source of their livelihood and also to feed their
family. While making business strategy , Unilever has to consider these practices which
will help the company to retain the employees and also provide job security to the
workers working there. It is one of the best practices which help the employees to retain
talented candidates in the company. It is difficult for losing the talented candidates as the
organisation has invested cost and time in training and development of those employees.
The business strategies are framed keeping in mind the security of the employees.
 Selective hiring: This type of practices enable the company to hire the talented
candidates which have the knowledge and capabilities required to perform the job role.
The company uses various recruitment methods for the selection of candidates as the add
value to the business (Hamilton, and Davison, 2018). While hiring the employees , the
company has to comply with the legal requirements of the business which will increase
the brand image of the company. The management of the Unilever frames its strategies
keeping in mind these practises as it will help to invite new and fresh talent in the
company which can benefit and increase the sales of the products of the company. It
enable the employee to make decisions for the welfare of the company.
 Self-managed and effective teams: Team work is considered as the main part for the
achievement of the goals and objectives of the company. If the employees of the
company are working in team helps to promote high level of performance and results in
increase in the productivity level of the company. The importance of team work is that it
helps in improving the communication skill and encourage exchange of ideas which can
help in achieving the goals of the company. These practices help the company to evaluate
the performance of the employees and also reward on accomplishing the task assigned to
the teams(Butler, and et.al, 2018). By evaluating this the company can frame its
strategies which can benefit both the employee and the brand image of the company.
 Performance based competition: When the efficient candidates are recruited, the next
step is to pay the employees according to the work or their position. The employees
should be paid fair wages and salaries as their hard work adds value to the company. The
compensation package can be in the form of monetary and employee benefit. Theses
compensation strategy enable to set the position of the company in the market and also

affects the employer brand. By making effective compensation strategy helps to attract
top and capable talent in the company and also helps the company to establish its brand
position in the market.
 Training skills: The management of the company while framing strategies for business
should focus on investing more on training na development projects in order to provide
and enhance the knowledge area of the employees working in the company. When the
company hire most talented employee it also ensures that talent and knowledge of the
employee should be retained and improved so in order to implement this , company the
company should frame strategies and plans in balancing the cost and focus on investing
in training ad development programs which help the employees to grow in future which
will increases their performance and also affect the profitability of the company
(Tarabrina, and et.al, 2020). These practices help the company to make strategies which
help the company for long-term sustainability in the market and also give tuff
competition in the marketplace.
 Employee retention: Many organisation also plan the packages in order to retain the
employees of the company as they have full experience and knowledge about the work
and operations of the company. The existing employees add more value to the company
as they have the knowledge of the operations and business. These practices help the
company to frame such strategies which can help the company to achieve the objectives
and also to compete in the marketplace.
It helps to recruits and hire talents in the company which through their skills and
knowledge can perform the assigned task efficiently and boost the productivity of the company.

Task 3
LO3 Critically explore and evaluate tools for the global talent management and succession
planning.
As I am working within the organisation I determined that it is important to develop the best
career path for the forthcoming challenges. With the assistance of the career management I am
able to accomplish personal as well as organization goal in effective and efficient manner.
Through the career development programme I have satisfied my personal as well as professional
needs and wants. Basically the career management is the essential element in managing all the
function and operation of the organization. In the Unilever company I have experience the job
role in human resources department. In the human resources department I enhance my skills and
knowledge effectively (Bidwelland De Stefano, 2019) . Along with that in order to improve my
skills I communicate with the employees and involve them in the process of decision-making, so

I am able to determine individual skills and knowledge working within the organization. For the
best career path I have delivered the best transparency to the other members working with in the
organisation effectively. While performing my human resources management job role I acquire
the right culture and discuss the personal as well as professional issue with the manger of the
company. I mange to deliver the right information to the right working people in order to bring
the productivity within the organization. Along with that I coordinate and cooperate with the
members of the organization for acquiring all the opportunity. Moreover, discuss the career
stories of the employees within the environment of the organization in order to motivate each
and every member of the company.
Apart from all the plans of action the individual person accesses the strength and the weaknesses,
opportunity and interest of the people in particular job roles so the working people able to
enhance the best career path and lead the future in fruitful manner. In order to develop the best
career path the organization provide the training and development programme to the employees
in which we are able to enhance our capabilities and the skills. In context to that I mange to keep
every working people engage within the particular job roles according to the abilities. As the
manger of the organization I used various models and the theories for the career development of
the employee working within the organisation in order to improve the performance and enhance
profitability as well as productivity of the organization (Hernaus, Pavlovic and Klindzic, 2019).
The employees of the organization indicate the fruitful performance in the organization by keep
engaging themselves in the organizations' activity. In order to continue that I provide various
motivation programmes. For instance for the best performance I deliver the perks and rewards to
the employees working in the Unilever.
Moreover, for the developing the talent among the people I examine the requirement or the needs
of the individual person. In order to that I allotted the right job to the right people according to
their talent or the skills of working within the organization which allow them to increase the
development of the career and the skills. Along with that for developing the career it is important
to have the best positive environment in the organization because it reduces the stress of the
working people. For that the organization track the performance of the employees and provide
certain activity that decreases the stress of the employees and allow them to bring the creativity
in the organization (Raffoni, et.al 2018). Moreover, as the manger of the organisation I worked
as the career consulted fort the employees and delver the feedback to them. The feedbacks are

the positive as well as negative. Therefore, the positive feedbacks involve the appreciation to the
employees as they are able to meet the goals of the company by considering the vision and
mission of the company. For the career development I personally provide right direction to the
employees of the organization.
Apart from the career development and management the talent management is the important
factor that maximize the performance or the individual in the organization for leading the
market.
Career management model
In order to manage the talent of the organization and mange the career I personally utilized some
tools or the models for the welfare of the company. For instance, five step career management
model which is renowned as the best plans of action to manage the career within the
organization. This model consists of the five steps which are mentioned as in the following
manner:
Assessment: in the first step of the model I determine the interest of the employees working
within the organization to deliver the best job roles as per the skills and knowledge in effective
as well as efficient manner. Along with that by evaluating the performance of the workers I
observed the skills which need to adopted by the working people in the organisation in order to
deliver the vest productivity in the marketplace. Moreover, for the best role in the organization it
is important to determiner the needs and wants for working within the company.
Research: after all the assessment of the career path it is important to conduct the research on
the opportunity which need to grab in the way that lead to best career path. For instance in order
to become the perfect leader I discuss the various issues with the employees of the organization
and grab the opportunity of becoming effective leader of the organization that involve the
employees of the organisation in the process of decision-making (Rodríguez-Sánchez, et.al
2018).
Make decision and set goals: next step for managing the career in successful and survival
manner it is important to determine the pros and cons of the career path. For the best career
management it is important to make decision as per the goal or the aim of the individual person.
Along with that for setting the goals related to the career path I personally determine the needs
and wants of the resources or the skills to lead the best career path. When I was working as the
HR executive within the organization I set the goal of becoming the manager of the organization

in forthcoming period. In order to that I gather knowledge and skills of cooperating and
coordinating with the members of the organization.
Take action: another step to lead the goal in more successful manner I took the action. For
instance, I develop the long term career plan and conduct the various interviews in order to
enhance the performance. Therefore, the successful manger is the one which can hire or lead the
best employees for the welfare of the organization. Along with that I worked on my various
skills and knowledge which need to improve for acquiring the success in forthcoming period.
Readjust or new transition: this step is the last step of the model in which I have divided the
employees of the organization divided into the group for knowledge or the skills which need to
improve for leading the best career path. As the human resources management is the long
process which involve various job roles so it is important to analysis the skills and improve the
skills (SHAHRABI and Taimurnejad, 2020.).
Another one is performance management model that help in improving the performance of the
individual working within the organization. It involve for element which are mentioned as
follows:
Plan: in the model of performance management I analysis the position of different employees
working within the organization in order to deliver the right value and information in proper and
adequate manner. Along with that I create the goal with the employees and discuss the issue in
completing that goal in order to resolve with different creativity and skills. With the assistance of
this model I am able to bring the mutual understanding among the people as it involve the
process of cooperating and coordinating.
Coach: according to this model I provide feedbacks to the employees in order to deliver
assistance in improving the performance within the organization and allow them to increase their
value within the company. Along with that I provide the best career path or direction to the
individual person working within the company to accomplish the personal as well as professional
goals. Moreover, I note down each one's skills for tracking the performance and the individual
engagement.
Evaluate: in the process of the evaluation I develop multiple resources for bring comfort and
positive environment for the workers of the company (Yu, et.al 2018.). Beside this I supervise
the performance of the workers and deliver rating to individual as the area of the improvement.
Along with that in order to bring the productivity within the organization I collect the data of

strength and the weakness of the individual to provide proper training and development
programme because this function allow the workers to enhance the skills and knowledge for
accomplished the aim and objective of the life.
Reward: for increasing the scale of the performance I motivate the employees of the
organization by providing rewards every year to the worker for accomplishing the task in given
time period and deliver the extensive support to the organisation in effective way. Moreover, it
also give assistance in delivering in decreasing the frustration of the individual person.

REFERENCES
Books and journals.
Amaral, R.V. and Daza Jaller, L.S., 2020. The role of regulation and MNEs in ensuring equal
opportunities for women. Transnational Corporations Journal.27(3).
Arredondo, C.R. and Alfaro Tanco, J.A., 2021. Supply Chain Management: some reflections to
improve its influence in business strategy. Innovar.31(81). pp.7-19.
Beijer, and et.al, 2021. The turn to employees in the measurement of human resource practices:
A critical review and proposed way forward. Human Resource Management
Journal.31(1). pp.1-17.
Bidwell, M. and De Stefano, F., 2019. Career management isn't just the employee's job. MIT
Sloan Management Review, 60(3), pp.17-18.
Butler, and et.al, 2018. Towards a strategic understanding of global teams and their HR
implications: an expert dialogue. The International Journal of Human Resource
Management.29(14). pp.2209-2229.
Hamilton, R.H. and Davison, H.K., 2018. The search for skills: Knowledge stars and innovation
in the hiring process. Business Horizons.61(3). pp.409-419.
Hernaus, T., Pavlovic, D. and Klindzic, M., 2019. Organizational career management practices:
The role of the relationship between HRM and trade unions. Employee Relations.
Hewett, and et.al, 2018. Attribution theories in human resource management research: A review
and research agenda. The International Journal of Human Resource Management.29(1).
pp.87-126.
Kitsios, F. and Kamariotou, M., 2019, September. Digital business strategy and information
systems planning: Determinants of success. In International Conference on Innovation
and Entrepreneurship (pp. 514-XX). Academic Conferences International Limited.
Pritvorova, and et.al, 2018. Possibilities of blitz-psychograms as a tool for human resource
management in the supporting system of hardiness of company. Entrepreneurship and
Sustainability Issues.6(2). p.840.
Raffoni, et.al 2018. Business performance analytics: exploring the potential for performance
management systems. Production Planning & Control, 29(1), pp.51-67.
Rodríguez-Sánchez, et.al 2018. Successful human resources management factors in international
mergers and acquisitions. Administrative Sciences, 8(3), p.45.
1

SHAHRABI, F.A. and Taimurnejad, K., 2020. Career Management Strategy in Human Resource
Development.
Tarabrina, and et.al, 2020. Professional-applied physical training of future HR specialists.
Revista Espacios.41(02).
Yu, et.al 2018. Human Resources Management. Pop-up Retail Strategies in an Omnichannel
Context.
2