Managing Human Capital and Leadership

This report covers the process of HRM, different HRM models, and the evaluation of HRM software programs. It includes a case study on Unilever, a consumer goods company. The report discusses the importance of HRM in improving efficiency and managing human capital. It also explores various HRM models, such as the Guest model, Warwick model, and matching model. Additionally, it examines the functions of HRM, including recruitment and selection, motivation, and strategic initiatives. The report concludes with an evaluation of HRM software programs and their impact on the organization.

MANAGING HUMAN
CAPITAL AND
LEADERSHIP (MHCL)

Abstract
This report covers about HRM which is the process of recruiting, selecting and inducting
employees in order to improve the efficiency of the company. Further this report covers about
the HRM models which help in analysing the approach of the company and to manage the
human capital in the well define manner. In present world HRM software which are beneficial
for the organisation to carry forward the activities effectively.

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
LITERATURE REVIEW ...............................................................................................................3
Application of appropriate models or concepts..........................................................................3
TASK 2 ...........................................................................................................................................5
Critically discuss the organisation function:...............................................................................5
TASK 3 ...........................................................................................................................................8
Evaluation of the number of HRM software programs...............................................................8
TASK 4............................................................................................................................................1
Evaluation of characteristics of effective leader and leadership models applicable in
organisation ................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Human resource management is the process of recruiting, hiring, developing as well as
managing an organisation's employees. HR department is usually responsible for creating
culture, formulate policies which help in governing the organisation with the proper use of
resources. The term human resource was mainly used in 1900 and widely use in 1960 to describe
the people who work for the organisation (Agote, Aramburu and Lines 2016). HRM focuses on
employees management which improves on the employees assets and enhance the performance
of the company. The present report is based upon Unilever which is an consumer goods company
and its headquarter is located in London UK. There product include Food and beverages,
cleaning products. The company is one of the oldest multinational companies and its product are
available in around 190 countries. To manage the company the firm should develop HRM
models which aid in making effective policies for betterment and growth. Along with this, HR
have different function such as recruitment and selection for betterment and growth. The HRM
software plays an vital role in improving the efficiency and productivity of the company in a
well define manner. At last this report covers about the effective leadership which help in
motivating the employees for common objectives. Further this reports covers about proper
application of HR models which help in optimization of resources effectively. Apart from this
organisational functions plays an vital role in expansion and growth.
MAIN BODY
LITERATURE REVIEW
Application of appropriate models or concepts
In every organisation HRM plays a important role to motivate and encourage the
employees to achieve the predetermine goal in the well define manner. In the organisation it is
consider as one of the vital assets which is directly link to create better working culture which
empower to put contribution towards accomplishment of desire aims and objectives. For the
organisation like Unilever HR policies optimize manpower contribution which maintain the
competition with the existing industry. However there are different approaches which is used by
the company which is used to improve the productivity of the firm. Moreover these models are
related to selecting the qualified personal who are working for the company and to motivate,
train manpower to enhance there competency at the work. In the case of Unilever human

resource mainly focusing to improve the capabilities, driving workforce strategy to build the
manpower and the relationship to adopt best position for the company. In order to understand the
different approaches different scholars has proposed different models which explained down
below:
In relation to the different models, the focal point is managing every personal for
improving the efficiency by using different motivation factor and the system for the company.
Each and every individual have the capabilities to perform the activities which is present in the
organisation. The Guest model is consider as the human resource model which was developed
by David Guest in year 1997 which is known as the most efficient model. In this particular
model claims that HR managers have specific strategies to begin with which help in determine
the certain practises and executed with the better outcomes. Along with this, Unilever
management to introduce such model as it improve the performance and financial outcomes by
making changes in policies and regulation. By looking inversely, financial result depend upon
the employees performance which turn out to be the action oriented. Further this model stated
that behavioural aspect result the employees commitment quality and flexibility which turns are
impacted by the HR practises. These are tune with the HR strategies which is invariable aligned
to the organisation.
Another model of HR practises which Unilever should used is Warwick model which
was given by the two researchers which are Hendry and Pettigrew. Like another human resource
management model works on the different elements which are macro and micro environment of
the business. This is concise of business strategies and HR practises which improve the current
position of the firm and also aid in developing sustainable business model to increasing the
revenue of the company. The main strength of this model is to identify the environmental
influences on the HRM and help in mapping the interrelation between the internal and external
environment of the company. Hence this facilitates the organisation to achieve the alignment
between the internal and external performance of growth.
Apart from this The matching model must be consider by the organisation like Unilever
as this help in contributing the work effectively and it is also evaluated by using appropriate
techniques and method. In the case the HR manager can offer rewards basis on the result and
performance of the employees. As the result this will increases the productivity of the
organisation and able to manage the demand and supply present in the market. As per the

matching model this process is totally depend on the HRD procedure and programme present in
the organisation. Further this is believed that the whole HRM is the cyclical process which
depend on every activities(Bailey, C. and et. al., 2018). Each function which occur in the
company has the value which is very identical for acceding the organisational objectives in the
well define manner. This model help in improvising the rules and regulation of the company and
believe in using different approaches present in the company. Beside this it is use determine the
mutual goal, mutual influences and the respect, reward along with the responsibility to fulfil the
needs and requirement of the company in the efficient manner. Furthermore the aspect which is
consider effective in handling the analytical approach is to evaluate the performance of each and
every individual which are based on the outcomes provided proper training and development
programmes in order to obtain the maximum profit and market share in the well define manner.
Hard and soft HRM Model can be used in which Hard model where employees are treated
simply as the machine and the appraisal system focused on employees performance. Where as
soft model treat employees as the most important resource in the organisation. Employees are
treated as the essential assets and the company also take care of social needs of the company.
TASK 2
Critically discuss the organisation function:
HRM is known as the function within the organisation which emphasis on recruitment,
management and providing guidelines to manpower the company to achieve is organisational
aims and objectives. The function of the company is to deal with the issues in term of hiring,
compensation, performance and safety of employees who are working in the organisation. In the
context of Unilever should use effective approach to manage the people and the work culture
which is consider efficient management techniques which enables the workforce to contribute
effectively towards achieving the organisational aims and objectives in the well define manner.
The traditional method of HRM involves planned exploitation of the staff with the new function
involves in the completion of work for betterment and growth.
Recruitment and selection is the process of captivating, screening the potential and
qualified candidates based on the particular job. The main objective of the company is to attract
the qualified applicants and also to encourage the unqualified applicants to opt themselves out
from the market. Before starting the process of recruitment the companies mus have proper

staffing plans which should be depend upon the annual budget of the organisation which have
long and term goal in the well define manner. HR initiative use by Unilever management should
put emphasis on the recruitment and selection process which is very much essential to each and
every organisation because this help in reducing the cost of engaging incompetent, unmotivated
and unqualified employees. The company took initiative to empower five millions women by
2020 across the globe. By the end of the year Unilever enable around 1,259,000 women as the
initiative to promote women safety(Diversity and Inclusion. 2020). Further the organisation is
using AI Intelligence which help in recruiting the employees all across the world(The Amazing
Ways How Unilever Uses Artificial Intelligence To Recruit & Train Thousands Of Employees
2020.) This is crucial for the company to reduce the employees who are nor working effectively
to achieve the common goal.
Motivation is consider in as the essential aspect which help the worker to achieve the
maximum output in the given time frame. As the employees are the pillar of the company and
they are consider as valuable assets for the company. In order to increase the motivation level of
the workers the HR manager of the company should provide monetary benefits which include
bonuses and incentives. The management gives such kind of reward and recognition on the basis
of hard work and performance of the individual. Hence this has the ability to influence the
behaviour and work for the maximum output of the company. In order to improve the
productivity of Unilever management should improve the productivity by the assistance of the
motivation techniques. The HR initiatives aid in creating healthy environment which is essential
to motivate and encourage the workers to achieve the common goal. Along with this company
has flexible working hours which is an effective HR initiative to motivate employees.(Diversity
and Inclusion. 2020). The easiest way to increase employees motivation is by having the positive
communication at the workplace. Further this improve the idea, raging from the money saving to
the operational improvements and management can make the effort to make increase the quality
of the output. Apart from this, motivation can facilitates a worker by reaching the personal goal
which can be fulfilled by the individual to meet the organisation aims and objectives for the
betterment and growth.
Strategic HR initiative in relation to recruitment and selection

In order to acquire the best position within the competing industry the company like
Unilever must ensure about the using different strategic human resources which is given below:
Create healthy environment: This is essential for the individual to have fun atmosphere
which drives through the motivation and the excited to come to work each day. These employees
are more willing at this help in making effective decision which help in making effective
decision which help in making store which help in reducing the stress and overwhelmed. There
are different milestone which is used to motivate the employees which makes to build the
essential transformational decision to get success.
HR develop team spirit: In any great team player which know as there position and the
leverage which is specialized in the particular talent. For the HR leaders this, is the time to
clarify to redefine the HR position, sharpening organisational roles and the HR operating model
are used to improve the working culture. For the organisation like Unilever this is essential that
HR manager have to create team spirit by taking each and every employees into consideration.
There must be proper training and development which generate the team spirit which aid in
reducing the human effort for achieving the desire goal for the betterment and growth. Rolling
out the new technology alone does not change the way the HR policies delivers the services or
the way to employees and mangers to access and consume them.
Collect employees feedback: This is essential for the company to make effective method
to make take feedback from the employees and make changes if require. Hence this will aid in
reducing conflict and chaos present in company. All employees of Unilever should regardless of
job position and ranking in the company has the most valuable ideas which lead to the company
success. The HR should conduct brainstorming sessions with employees or collect feedback
through employees surveys or can gather the question in the real time via text messaging and Q
&A session. The HR of Unilever can take feedback by having suggestion box which help
employees to submit anonymous comments or suggestion for betterment and growth.
Develop management strength: This is essential for the management to provide
constant support and the frequent communication can help in making foster awareness,
motivation and desire the managers to engage with engage, people but more is needed to develop
their skills for the effective outcomes. The strength of Unilever can be improved by the
providing better training regarding the skills which improve the productivity of the company.
Along with this, reviewing recruitment , selection and development use the reward process for

the managers. Further the management strength can be improved by having better relationship
among the subordinates which help in improving the relationship among the employees. The
manager should also ensure about creating communities which safely discuss and share their
achievements and the challenges raising employment engagement.
Thus describing the personal talents and skills enables the employees as well as the
employer to keep the better working environment and working condition for the company to
maintain the growth without any complaisance for the longer time period. In order to manage the
human capital firm should manage the working the working environment which help in making
effective strategies which represent the core manpower enterprise as well as the applicants
which are employed on the basis of knowledge and skills. In the different organisation skills and
framework have been developed on the basis of the knowledge and skills which is essential for
the potential employees.
TASK 3
Evaluation of the number of HRM software programs
The HRM software is the advance solution which integrates human resource management
of an organisation with the information technology. This is consider as the combination of
certain dynamic application and modern technologies which help in reduce the time, effort and
the cost of various business activities mainly which are related to the HR department (Berman,
E. M. and et. al., 2019). In the case of Unilever, the administration can use the best suitable
model which help in reducing risk and uncertainty and also improve the efficiency to bring out
the maximum output of the company. By changing environment company must use different
software which help in making effective decision for the making effective to reduce the human
effort and improve performance, planing, development, management, etc. There are some HRM
software which are attain by organisation to manage culture and environment of workplace.
Paycom: This is known as the technology which help in offering payroll of the
employees to the business. Along with this, it help in providing services such as storage
document, management of expenses and online verification of the document of the employees.
This is the kind of software which the department can use to improve the work efficiency and

productivity for longer time period. Further in this software, there are different sections which
include sick leaves, paid holidays, insurance policy and health membership and many more
section which help in managing the employees activities. For the organisation like Unilever, the
management can use such kind of HR software to make salary and store other important
information effectively.
UltiPro software: This software is based on the human capital management which is
used to design the organisation and to manage the HR payroll and the system. This software
works on the functionality for recruiting and boarding new hires. Along with this, it help in
managing the time such as working hours of employees and also the labour in the systematic
way. Apart from this, it help in creating compensation management and administrating the
workplace in order to improve the skill set and productivity of the company. For the company
like Unilever the HR manager can use such kind of software as it bring out the quality in the
work. The data which is stored in this kind of software help the management to promote
employees capabilities towards the company. However, this software have special features which
help in compensating the work and focus on achieving the organisational goal and objective in
the well define manner. This software has unique feature which offers employee's benefits
through mobile and computer devices. Many managers can manage million of records of
employees and people of organisation.
Bamboo HR: This is an cloud based platform which enables the organisation like
Unilever to maintain to manage the HR activities and the process with the help of improving the
productivity and strategy. There are other factors such as covering the employees to maintain
effective measure along with the data analysis. This software comes with Nps technology as this
aid in providing various kind of workforce engagement to provide better services to the
company. The additional features includes an audit trail and company branding option where
company can promote the management. Along with this, it help in centralising the information
from the different department and secure the data base. It also create custom user group for
Unilever with the different level of access allowing employees to access the information which is
needed to keep the record.
Among all of the HR software, Bamboo HR is consider as the useful and most efficient
software which help in reducing the effort and manage the work in the well define manner As
this software has highest ranking from above software as it outstanding in managing programs

and development. This software help employees to operate functions more efficiently to achieve
the common goal. With their strategy of single applications, cost of labour can be decreased and
can drive engagement in the efficient manner. Further this help the management to receive the
alerts such as training deadlines, license renewals, birthdays or benefit dates. Beside this, it
comes with the Advantage package, users can control settings for several features from email
alerts to access levels to workflows. This ensures your organization can shape the business and
also improve the working culture effectively.

TASK 4
Evaluation of characteristics of effective leader and leadership models applicable in organisation
Leadership is a business activity which is undertaken by the management of company in
order to attain organisational goals and objectives (Carter, D. R. and et. al, 2015). Leaders are the
one who provides guidelines and direct the organisation's employees in correct path for running
the operations effectively and ultimately attaining goals. The leaders have to be effective while
performing their tasks and duties. Effective leadership includes various characteristics which
helps them in motivating staff and make them work according to the needs or requirements of
company.
Characteristics of effective leaders:
 Good Communicator- The main role which leaders perform is directing people or
workforce of organisation, therefore it is necessary for a leader to be a good
communicator. The leaders should hold good communication skills, by which they can
clearly exchange the vision of organisation to employees and other external parties. HR
manager of Unilever has to have this characteristics in order to motivate staff and making
them work willingly according to the company's operations.
 Decision making capabilities- The leaders should have the ability to make proper
decisions, in case of any urgency and difficult situations. The leaders have to hold the
long and futuristic vision for making effective decisions at the correct time and when
needed. Unilever is a multinational organisation dealing in worldwide locations, some
situations takes place which are urgent and in which rapid decisions are required to be
made. In such scenario the leaders have to be very effective making rapid decisions.
 Creative and Innovative- Another important characteristics which is required in an
effective leader is their innovative and creative thinking which they use while addressing
staff or while performing their duties. The leaders of Unilever has to adopt unique and
creative leadership techniques to for motivating employees and for dealing with each
individual. This is because all individuals are different, they has to be treated and
encourage differently for using various leadership styles.
Authentic leadership model:
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This is a leadership style in which leaders act in a genuine and real manner that is true to
who they are as an individual. It is discovered and written by an American researcher names as
Bill George in 2003. This leadership is based upon and revolve around the ethical behaviour and
practice which is undertaken by leaders while performing their duties. An authentic leader has
various characteristics which are discussed in next section:
 Passion- The authentic leaders have a sense of purpose, they have a good picture in their
minds about where they are and in which direction they are headed towards. They are
passionate about their work and give their full potential in order to perform tasks
effectively. An authentic passionate leader gives proper time to their jobs, make analysis
and then act upon it making it most effective and useful.
 Values- Next quality of an authentic leader is they work with keeping all their values in
mind. They follow their qualities and do not compromise, they exactly know what they
are and work in accordance with it by following their values. The leaders working with
all values keep in mind all policies of organisation in which they are working and follow
all rules and regulations.
 Relationship- Third quality of an authentic leaders is they build and maintain healthy
relations with people and stay connected with their followers. These leaders willingly
share their experiences with people and develop effective flow of communication. This
open and healthy communicative relationship between leaders and their followers allows
both the parties to learn new things and gain knowledge of both of their experiences.
 Self-discipline- The second last phase or quality of an effective and authentic leaders is
that they are disciplined and consistent with their work. This quality of leaders allows
them to work with all of their concentration and keeping their focus on performing best
for attaining success. This concentrated ability makes them easily reach to their goals and
and take rapid decisions on difficult or urgent situations. They remain calm and cool
along with working consistently. This disciplined attitude encourages other and
employees for working and behaving with discipline in organisation while they are
performing their activities.
 Heart- The last and fifth dimension of an authentic leaders is that they have heart and
perform their leadership with compassion. They are sensitive and keep their attitude very
helpful towards subordinates and other people working under them. This leadership
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quality of leaders allows them to look into and according to others perspective and
enables them to understand their staff which helps them in maintaining better
relationships and motivating them accordingly.
CONCLUSION
The above assignment is based on management of Human resource by adopting different
leadership styles and models. HRM is a unique function which is performed by the HR team of
the entity in which they take actions such as, planning the workforce according to the needs of
organisation and making plans to manage them effectively. For conducting activities, HRM
models are used by the HR manager of the company such as Guest Model which help in
improving the activities and performance of the company. HR functions are discussed in context
of making strategic human resource initiatives. The main HR functions are recruitment and
selection, motivating staff and managing their performances. . On the other hand, characteristics
of effective leaders are seen which a leader should hold for their and organisational success. At
last organisation must use soft model which help in enhancing the productivity of the
employees.
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ONLINE
Diversity and Inclusion. 2020. [Online] Available through
<https://www.unilever.co.uk/about/who-we-are/diversity-and-inclusion/>./
The Amazing Ways How Unilever Uses Artificial Intelligence To Recruit & Train
Thousands Of Employees 2020. [Online] Available through
<https://www.forbes.com/sites/bernardmarr/2018/12/14/the-amazing-
ways-how-unilever-uses-artificial-intelligence-to-recruit-train-thousands-
of-employees/#14ac96bd6274>./
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