Managing Human Resources Globally

This assignment delves into the complexities of Human Resource Management (HRM) within a global context. It examines various aspects, including cultural diversity, legal frameworks, compensation strategies, and talent acquisition in different countries. The document encourages analysis of successful HRM practices adopted by multinational corporations operating internationally.

MANAGING HUMAN
RESOURCE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Guest's Model of HRM.........................................................................................................1
1.2 Comparison of Storey's definition of HRM, Personnel and IR practices.............................2
1.3 Implications for line manager and employees of developing a strategic approach to HRM
in Unilever UK............................................................................................................................3
2.1 Explain how a model of flexibility can be applied in practice of Unilever UK....................4
2.2 Types of flexibility................................................................................................................4
2.3 Assessment on use of flexible working practices from perspective of employee and
employer......................................................................................................................................5
2.4 Impact that change in labour market have had on flexible working practices.....................6
TASK 2............................................................................................................................................6
3.1 Forms of discrimination in the workplace............................................................................6
3.2 Practical implications of equal opportunities legislation......................................................7
3.3 Comparison of approaches in managing equal opportunities and diversity.........................8
4.1 Comparison of different methods of performance management...........................................8
4.2 Approaches to the practice of managing employee welfare in Unilever UK........................9
4.3 Implications of health and safety legislation on human resource practices........................10
4.4 Impact of work-life balance................................................................................................10
CONCLUSIONS............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management takes responsibilities of all business processes and
operations which includes recruitment and selection, providing orientation, induction, training
and development, assessment of employees, etc. Managing human resources refers to the act of
providing these management process for welfare of employees in organisation. Therefore, it has
a direct impact on the success of a company (Iles, Almhedie and Baruch, 2012). The given report
has been prepared to highlight different approaches of managing human resources along with
various processes and practices which are implemented on Unilever, UK in order to maintain a
healthy working environment over there. It has also discussed here the impact of different
tropical issues in this present company while practising HRM. This report also enhances the
effect of equal opportunities, performance evaluation method as well as health and safety
practices along with discrimination in an enterprise.
TASK 1
1.1 Guest's Model of HRM
It is a six dimension model which consists strategies, practices, outcomes of behaviour,
performance and outcomes.
Illustration 1: Guest model of HRM
Sources: Guest model of HRM,2017
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Main purpose of this model is to describes theories and practices of HRM in an
organisation which can be done by identifying impacts of its related issues and legislation. It
emphasizes on the development of motivational factors of employees along with maintaining
their commitment through strategic organisational management. Unilever UK is a transnational
consumer goods company which includes home care products like food beverages, food,
cleaning agents and personal care products (Bratton and Gold, 2012). This company used Guest's
model of HRM in order to ensure that its employee’s needs are met on time along with their
overall requirement while working over there. It helps this firm to maintain and develop
employee's loyalty and morale as well as included them in decision making process. Having a
large organisation, this firm has open culture for workers. Its management also focuses on
providing training programme to develop skills and knowledge of employees that makes them
able to achieve company's goals.
1.2 Comparison of Storey's definition of HRM, Personnel and IR practices
John Storey's HRM model explains management's strategic approach of resources and
assets that make a major difference between this model and personnel management IR practices.
This unique strategy of HRM is used to gain an advantage of competitive edge over market ones.
Unilever, UK has applied this approach to transform hierarchical in flat organisational structure
which offers more responsibilities to employees (Martin and Burke, 2012). The major
differences between Storey's definition of HRM and Personnel management & Industrial
relation in context with Unilever UK Company are given in following table:-
Basis HRM Personnel and IR practices
Duties and responsibilities Unilever, UK is mainly
concerned with HRM strategic
practices like job rotations,
role enhancement, etc. which
are used to provide welfare of
its employees, by giving them
freedom to work in their own
style.
It is used to explain the roles
and responsibilities of
workers.
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Management Intentions &
Actions
In spite of profit making, this
firm mainly concerns with
welfare of employees.
It mainly focuses on profit
making in this firm.
Flow of communication This firm has provided open
environment to its workers
through which they can easily
communicate with others as
well as share their views and
ideas that can increase
productivity of company.
It provides strictly vertical
hierarchical structure in
Unilever, UK which makes its
management to have control
on the proceedings within
there.
Style of Leadership It has provided democratic
leadership in Unilever UK.
It exemplified by autocratic
leadership.
1.3 Implications for line manager and employees of developing a strategic approach to HRM in
Unilever UK
For an organisation, main assets are its managers and employees (Schiuma, 2012).
Behind every production of its each product or service, their mind, efforts and working hours are
involved. They play an important role in its each operations. Line managers of a company are
involved in dealing with customers and clients on a regular basis whereas, employees are
working for developing and improving the performance metrics. So, it is important to include
them in a strategic development approach. The management can execute these approaches on
employees within an organisation which improves their flexibility towards future changes and
improving performance. It is an organisation's responsibility to provide welfare for them
including T&D programmes, compensation, recognising rewards, etc. which motivates and
encourage their empowerment for achievement of business goals.
HRM strategic approaches used in Unilever UK have impacted positively on its working
environment which proves to be beneficial for its line managers and employees. These benefits
included growth in their career, satisfaction from job and balanced work-life (Salvendy, 2012).
This approach has provided a high degree of employment empowerment and well trained
employees to stay for a longer period within organisation as well as with less attrition in its
system. It also provides an opportunity for employees to be a part of decision-making process.
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2.1 Explain how a model of flexibility can be applied in practice of Unilever UK
Today, with introduction of new technologies in an organisation, helps to grow its
business well but creates more challenges for workers in their job. Expansion of business needs
to take maximum work out of an employee (Wylie, 2012). For this, its management use model of
flexibility that helps employees of the company having balanced work-life which enhances job
satisfaction of them as well as productivity of business. It is work of management to ensure that
personal priorities of workers should not be compromised at any level in order to get success
effective utilization of them. For a company like Unilever UK, it is necessary to develop a
flexible working structure. This could be achieve by implementing it by using following
processes:-
 Align its culture towards flexible working.
 Mechanism should be implemented in order to monitor flexible working arrangement.
 Guidelines can be designed in a precise manner.
 Aware workers about flexible provisions for their development.
Along from all these, Unilever needs to divide its workforce into similar and specific skills sets,
which helps its management to manage working hours of employees on a weekly basis.
Employees should be given an opportunity to choose working time they want to do in a week as
well as allow them to complete it whenever they want as per their requirements.
2.2 Types of flexibility
As discussed earlier, an organisation need to develop a model of flexibility in their
workforce to get maximum use of human resource (Huselid and Becker, 2011). Some factors that
can be utilised for developing it are:- Working hours Working pattern
 Location of work
In context to Unilever which is a retailer company, it holds first two factors i.e. working
hours and pattern. Therefore, types of flexibility which may be developed in this organisation
are:- Reduced hours of working: Working hours of a worker can be trimmed or enlarged
depending on efforts needed to do a specific type of job which is beneficial for
maintaining the efficiency of a work as well as its productivity.
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 Compact working week: Unilever can give an opportunity for employees to complete
their working hours in a week whether in 4 or 5 days as per choice.
 Flexitime: In this, worker gets an opportunity to complete working hours of them in a
day according to their wish.
These types help Unilever to maintain a flexibility in working hours of employees
(Turner, Swart and Maylor, 2013). This model also proposed various types of flexibilities that
are- telecommunication, freelancing, part time job, work from home etc. Through this model,
employees get time for their personal needs also, which encourage them towards more
contribution in their work. Some examples where these flexibilities help to bridge a gap in
business process of this firm are:- Giving part time jobs reduce necessities of permanent workers
as well as it is cost effective also.
2.3 Assessment on use of flexible working practices from perspective of employee and employer
Using of flexible working practises in an organisation, has completely revolutionised
working culture of there as well as way of running a business. It improves trust and employee's
relationship also. In Unilever UK, it has provided welfare to employees regarding their working
time to adjust as per choice of them. Using its various type, this firm has got many option in
employment processes like workers as part time, free lancer, work from home etc. which gives
cost effectiveness also. Its main type of flexibility adopted by this company is
telecommunication that can be done in flexible hours at any location or even can work while
travelling also. This would enhance their time as well as productivity. Freelancing includes
workers to work from anywhere and on profit basis, they doesn't hold a position as an employee,
based on salary. Time and location do not matters in part of their work but they are accountable
to deliver task before deadline. Thus, this model helps employees to get an opportunity of growth
in their personal and professional lives both as well as balance work-life of them too (Ng, Lyons
and Schweitzer, 2012).
For an employer, these flexible practices help in achieving performance and growth in
profitability as well as improve performance and commitment of employee also. Use of
telecommunication helps employer to do their from anywhere and at any time. Introducing part
time jobs and freelancing also reduce time of management as well as its process to hire
candidates for permanent (Model of working Flexibilities and its types, 2017). It also reduce cost
of providing training and development programmes for such employees. In short, this type of
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flexible model helps Unilever and such type of companies in retaining workforce over there.
Practice of this working provides benefit for both employees and employer in an equal manner. It
also reduces a high employee turnover in such a company.
2.4 Impact that change in labour market have had on flexible working practices
Changes in labour market have a huge impact on many organisation. It increases demand
of part time and flexible working practices in all type of companies including retailer sector like
Unilever UK. These changes have increased requirement of such type of labours who are skilled
and motivated as well as can do work as part time worker or freelancer. Companies can use
model of working flexibilities as a tool to motivates its workers by providing such an option to
them for their job satisfaction. Apart from these, practices implemented by Unilever UK for
flexible working have impacted within the organisation in following ways:-
 This firm has highly focused now on retirement plans of employees according to their
opinion.
 Implementation of flexible working hours, with effective retirement plans helps it to
retain employees.
 This firm has to given four month notice to an employee before his termination.
Changes in labour market is resulting in increasing adoption of such a flexible model by
many companies to maintain competitive advantage as well as high employee turnover over
there. Having all these benefits or advantages of introducing flexible working hours, includes
one main disadvantage i.e. it suppresses managerial control over employee governance. Also,
sometime it result in reducing the staff members within an organisation which is much necessary
to manage customers in retailer firms like Unilever UK.
TASK 2
3.1 Forms of discrimination in the workplace
Discrimination means to treat a person unfairly whether in an organisation, or at any
workplace. It includes to behave with a person in a different manner as compared to others who
are working in the same (Griffin, 2013). It can be done on basis of some characteristics that are-
age, gender, race, disability, religion, pregnancy or maternity, sexual orientation, gender
reassignment, marriage and civil partnership. Thus, discrimination occurs due to these
circumstances is illegal under The Equality Act 2010. It can occur in various forms-
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Direct discrimination:It includes when a person having all eligibilities and qualifications
for a job, but yet to be treated unfairly.
Indirect discrimination: If a company makes some unlawful policy or forced employees
to work on holidays too, is come under this category (Stahl, Björkman and Morris, 2012).
Discrimination by association: If a person just untreated because of association with that
one who belongs from another caste or a particular race, then his discrimination will come under
this category.
Discrimination by perception: Due to some medical terminology like heterosexual, if a
person is treated unfairly come in this type of discrimination.
Harassment: It includes unwanted behaviour of a person that makes feel unsecured or
humiliated.
Victimisation:If a person complaints about discrimination of a workplace after then he
will also treated with same then it said to come under victimisation type of discrimination.
UK Government has made several laws to avoid discrimination at workplace of all
organisations. Present company Unilever UK is one of the best service provider having a
standard quality of products and a large business organisation (Morgan, 2013). It has provided all
benefits to employees for their welfare.
3.2 Practical implications of equal opportunities legislation
Equal opportunities legislation helps in ensuring any type of discrimination to be
prohibited within workforce of an organisation. Employees of Unilever has faced many type of
discrimination in their past at their workplace. It had strictly warned female employees to wear
dress code like males staff that makes mandatory to use make-up over there, also sex
discrimination on basis of working time has reported against this firm. Therefore, after the
amendment of equal opportunities legislation, this firm has needs to follow it as well as all
ethical rules and regulations that allows its workers to feel comfortable and work at workplace
safely. According to this legislation, all companies including Unilever UK design strict
guidelines for internal and external stakeholders in order to make sure that every type of
discrimination has stopped otherwise they will lead to loss of business licence from any nation
(Budhwar, 2012).
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3.3 Comparison of approaches in managing equal opportunities and diversity
Unilever UK has taken the following steps for managing equal opportunities as well as
opportunities:-
 By interpreting framework of legislation.
 For promoting equal opportunities, it has developed suitable policies.
 Its management monitors all implementation for successful execution.
 Also develop effectiveness.
From the above, policy implementation is used by major companies for promoting equal
opportunities (Renwick, Redman and Maguire, 2013). Unilever UK has used many
methodologies for ensuring the right candidates to be introduced at workplace who may not carry
out any type of discriminatory activities in future. It also adopts awareness development of
workers in order to help them regarding issue of discrimination and make them able to stand if it
so.
4.1 Comparison of different methods of performance management
Performance management can be defined as systematic process adopted by a manager to
improve productivity of an organisation through continuously interacting with its employees. It
covers all important aspect of employees development and performance of them (Agrawal,
Khatri and Srinivasan, 2012). This management also examine role & responsibilities of each
employee in order to achieve company's objectives as well as review performance of them and
provide necessary feedback for improvement. It includes various methods to measure
performance of each employee. Two methods are given here along with comparison in following
table i.e. Graphical Rating Scale and Management by Objectives used in present company
Unilever UK.
Graphical Rating Scale Management by Objectives
 This method identifies some basic
essential quality traits or behaviour
that an employee should possess in
order to perform effectively and
efficiently in his work .
 These traits can be consistency, interest
 It is a management approach where in
the managers and the employees sit
together to set objectives for the
organisation in such a way that there is
a harmony with personal gaols &
objectives of the employees.
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and quality of work, enthusiasm about
job etc.
 Based on these traits,the employees are
then marked and given rating & are
evaluated for their strengths and
lacking.
 Employees performance are then
review,evaluated and for any lacking
suggestions are given and best
performance is awarded .
 This approach solves a dual purpose
for an organization as- a company gets
new and innovative ideas as employees
are encouraged to participate & give
suggestions. On other hand, it act as a
motivating force for each of the
employee to give work with zeal and
enthusiasm and to give their best
efforts which results in timely
achievements of objectives leading to
an increase in company's productivity.
4.2 Approaches to the practice of managing employee welfare in Unilever UK
Management of Unilever UK has adopted various training programmes for welfare of
employees. It has provided all necessary programmes to employees which make them able to
work according to company's requirement (Akingbola, 2015). It has implemented various
welfare schemes including factors like risk covers, healthcare, childcare etc. for all desirable
employees of the company. This firm has also committed to provide an inclusive workplace
which gives an opportunity to work in safe, healthy and respectful environment. Its management
also use many methods to examine performance of each employee as well as recognises by
giving reward to them. Employees are here getting bonuses, incentives and extra overtime wages
as well as free transportation also. Unilever UK ensure that all its workers get job satisfaction
and benefits through these effective policies and strategies.
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4.3 Implications of health and safety legislation on human resource practices
Health and safety initiatives are a major part of HRM strategic approaches. It is used as a
part of company's overall strategy which is used for talent retention, overall objectives and loss-
time prevention (Jackson and et. al., 2011). Employees who are healthy are much more
productive ones for an organisation as well as make a positive effects on their workforce. So, its
a duty of company to take care of their health and make them aware about health and safety
practices.
Health and safety of employees is one of the major concern in all organisations today.
Unilever UK gives this as its main priority. It offered a corporate health service in order to take
care of all health and safety issues at its workforce. This corporation consist two team i.e.
Treatment Service Team and Work Health Management Team which works to improve and
maintain a healthy and safe environment over there. Corporate health service offers a health
check up on monthly basis, to measure fitness of employees. If employees are incapable to do
work in a certain condition then it has provide all medical facilities to them as well as proper care
to them and allows to take a proper rest at home.
4.4 Impact of work-life balance
Main objective behind work-life balance in an organisation is to achieve a sense of
empowerment and control. It revolves around to create a supportive working environment that
enables employees in maintaining their personal and professional life both, which strengthen
their productivity and loyalty also (Reiche and et. al., 2016). Unilever UK takes responsibilities
to maintain work-life balance in its workplace as well as make sure that employees are treated
fairly.
Work-life balance has a huge impact over talent management, recruitment, productivity
and development as well as on performance of business also. Thus, it is an integral part of
culture of an organisation which has become most pervasive concern for employers and
employees too in an organisation (Impact of work-life balance, 2018). Rich work-life balance
also impacted positively on them. It deals mainly with an employee's ability in maintaining the
balance between work and his social life, healthcare, family etc. which is directly linked with his
performance, productivity and job satisfaction.
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CONCLUSIONS
The present report has discussed all part of management that is used to manage human
resource of an organisation. It has been concluded here that an organisation has uses various
HRM practices to tackle with problems related to manage workers. A detailed discussion has
been carried out in this report about impacts of HRM related issues and legislation. It has also
assessed a number of changes happened in labour marketplace through which demand of part
time employees and freelancer has increased as well as need of flexibilities of working hours. To
manage these changes, what an organisation uses in its HRM policies and strategies including
factors like model of flexibilities, its types etc. It is compulsory for firms to follow all ethical
rules and regulations including Equality opportunities legislation, Health and Safety Act etc. for
welfare of employees as well to retain them in workforce for longer time.
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REFERENCES
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impact-on-your-employees-and-your-organisational-productivity>
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Model of working Flexibilities and its types, 2017. [Online] Available
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management-essay.php>
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