Impact of IT and HRM on Employee Engagement and Development at Unilever
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Added on 2023/06/17
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This article discusses the impact of IT and HRM on employee engagement and development at Unilever. It covers recruitment and retention strategies, the purpose of recruitment, and strategies to improve employee engagement. The article also analyzes the IT system used for employee development and engagement.
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Table of Contents PART ONE -INTRODUCTION.....................................................................................................3 Part two- Impact of IT and HRM....................................................................................................3 Recruitment process.....................................................................................................................3 Recruitment and retention strategies...........................................................................................4 Purpose of recruitment.................................................................................................................4 Part three- Strategies to improve employee engagement................................................................5 Strategies and techniques to engage employees..........................................................................5 Analyse IT system used for employee development...................................................................5 PART four - CONCLUSION..........................................................................................................6 REFERNCES...................................................................................................................................7
PART ONE -INTRODUCTION Human resource management plays a crucial role in an organisation because it helps in achieving goals and objectives. HR manager is handing all the activities and managing all employees so that work can be completed on time. in 21stcentury Human resource management is handling all the activities in and organisation and boost confidence of employees so that they can work efficiently (Ahammad, Glaiste and Gomes, 2020). IT plays a crucial role in Human Resource Management as they are providing relevant information to managers so that better plans can be made and it helps in achieving goals and objectives of organisation. IT is used to improve overall talent management in business because they helps in finding, screening, recruiting and providing training to employees. Information technology helps HR manager in selecting best candidate so that goals and objectives can be accomplished. Human resource manager is selecting best candidate for the organisation who has the ability and provide good services to customer. Unileverisa publiclimitedcompanywhichwasfoundedin theyear 1929. It’s headquarter is situated in London, England and provide its products to overall the world. In company, number of employees are 155000 and they are focusing on satisfying need of employees. the purpose of company is to satisfy need of customer and provide them good quality product so that more revenue can be generated. Net income of Unilever company is€6.073 billion. IT plays a crucial role in the organisation as they are helping manager to find, recruit and select employees. HR manager is responsible for handling all the activities and they are providing training to employees. It is important to provide good quality products to customers and earn more revenue. Part two- Impact of IT and HRM Recruitment process Recruitment process is a process which is used by managers to select best candidate for the company. Managers of Unilever company is recruiting employees by applying procedure i.e., identify hiring needs, preparing job description, recruitment strategy, screening or shortlisting candidates, interview process, make the offer and last is employee onboarding. This is the process which is applied by managers of Unilever company so that they can select best
candidate. Human resource managers are taking interview of every candidate so that appropriate candidate can be selected. It is important to take face to face interview so that ability of candidate can be identified. Advertisement is given on social networking sites so that eligible candidate can be selected. Training is provided to employees so that they can perform better than others and it helps in achieving targets (Boon, Den Hartog and Lepak, 2019). Recruitment and retention strategies Recruitment and retention strategies which is applied by Unilever company is using social media, implementing a referral program, treat candidates like customers, make use of sponsored jobs. These are recruitment strategy which is used by Unilever company and helps in achieving goals and targets of company. Retention strategy which is used by Unilever company are, provide more feedback to employees so that they can improve their performance. Employees are encouraged to give creative ideas, earn trust of employees, everyone in the organisation is getting equal treatment and there is no discrimination done among employees. members are included in decision making process to boost their confidence (Collins, 2021). This helps in retaining employees and helps in increasing their morale so that they can work efficiently. It is essential to apply retention strategies to boost confidence of employees and positive feedback is given to employees so that they can make improvement in their performance. It is essential to focus on retention of employees and motivate employees to work efficiently and achieve goals of organisation. When employees are motivated they focus on work and complete task within the given time period. Purpose of recruitment Recruitment plays a crucial role in and organisation because it helps in attracting and empower number of applicants in the company. It helps in building positive impression of the recruitment process. Managers are having a lot of choice and they can select best candidate for the company. With the help of IT system manager can selectappropriate candidatefor organisation. Recruitment creates a talent pool of candidates so that best applicant can be selected for company. When recruitment is done then company can get best candidate who has all the ability and knowledge. This is beneficial for an organisation in achieving goals and objectives. It is important to apply recruitment strategy so that better plans can be made and it helps in gaining competitive advantage (Cooke, 2018).
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Part three- Strategies to improve employee engagement Strategies and techniques to engage employees It is important to apply strategies and techniques to engage employees so that they can work efficiently and focus on achieving goals and objectives. Managers are responsible for providing good working environment to employees so that they can focus on their work and it helps in generatingmorerevenue.ToengageemployeesmanagersofUnilevercompanyprovide opportunities for growth, recognise top performers, feedback is given to employees so that they can make improvements and work efficiently (Macke and Genari, 2019). It is the responsibility of manager to engage employees and involve them in decision making process. when employees are engaged thy feel motivated and focus on achieving goals and objectives of company. Techniques which is used by managers of Unilever company to engage employees within an organisation are, they are giving feedback and rewards are given on the basis of performance. This helps in boosting confidence of employees and they work efficiently. Training is provided to employees so that work can be completed on time and goals can be achieved. Survey is conducted and problem of employee is identified to boost confidence of employees. managers of company are providing safe and healthy environment to workers to boost their morale and they can focus on their work (Michael, 2019). It is important to satisfy need of employees and provide good facilities so that they can complete work on time. Analyse IT system used for employee development It is important to apply IT system in an organisation so that employees can focus on their work and achieve goals and objectives of organisation. Management information system is used in Unilever company as it helps in study of people, technology, organisation and also helps in identifying relationship between them. Management information system helps in taking better decision which is beneficial for growth and development of company. This system is effective foremployeedevelopmentbecausewiththehelpofmanagementinformationsystem performance of employees can be identified. Managers are responsible for handling all the activitieswithinan organisationandprovidinggood environmenttoemployees(Fenech, Baguant and Ivanov, 2019). It is essential to measure performance of employees and give feedback to them so that work can be completed on time. management information system helps in providing report about employees and their performance. This is effective because with the help of IT system managers
are able to find weak points and improvement can be done so that goals and objectives can be accomplished.Whenperformanceismeasuredweak areasare identifiedand ithelpsin improving overall productivity of organisation. This system helps in employee development and better plans can be made to earn more profit. Managers of Unilever company are evaluating performance of employees and providing training to workers so that goals and objectives can be accomplished (Trullen, Bos‐Nehles and Valverde, 2020). PART four - CONCLUSION From the above conclusion it can be concluded that, in the 21stcentury HRM plays a crucial role as they are managing all the activities in an organisation. Human resource manager is responsible for recruiting and selecting best candidate for their organisation. Managers are solving issues at the workplace and providing training to workers so that they can work efficiently and goals of company can be accomplished. IT also plays a crucial role in an organisation as they help in finding, selecting and recruiting best candidate for company. IT is used in companies to improve overall productivity in business and improve efficiency of employees. IT system helps in recruiting and selecting best candidate for company as they helps in finding, screening and recruiting correct person for the right job. Recruitment process used by Unilever company has been discussed. Further, recruitment and retention strategies applied in the Unilever company has been described and analyse purpose of recruitment and retention of company. It is important to apply IT system so that goals and objectives of company can be accomplished. Strategies and techniques used for employee development in Unilever company has been discussed. Further, analysis of IT system used for development of employees and engagement has been discussed. IT system has positive impact on employees as it helps in improving performance of workers and goals of organisation is accomplished. It is essential to use techniques to engage employees and provide them training so that work can be completed on time. Managers are responsible for handling all the activities and providing good working environment to employees so that targets can be accomplished.
REFERNCES Books and Journals Ahammad, M. F., Glaister, K. W. and Gomes, E., 2020. Strategic agility and human resource management.Human Resource Management Review.30(1). p.100700. Boon, C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource management systems and their measurement.Journal of management.45(6). pp.2498- 2537. Collins, C. J., 2021. Expanding the resource based view model of strategic human resource management.TheInternationalJournalofHumanResourceManagement.32(2). pp.331-358. Cooke, F. L., 2018. Concepts, contexts, and mindsets: Putting human resource management research in perspectives.Human Resource Management Journal.28(1). pp.1-13. Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management in an era of digital transformation.Journal of Management Information and Decision Sciences.22(2). pp.1-10. Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource management.Journal of cleaner production,208, pp.806-815. Michael, A., 2019. A handbook of human resource management practice. Trullen, J., Bos‐Nehles, A. and Valverde, M., 2020. From intended to actual and beyond: A cross‐disciplinary view of (human resource management) implementation.International journal of management reviews.22(2). pp.150-176.