Human Resource Management Challenges

This assignment delves into contemporary challenges faced by Human Resource Managers (HRMs) in diverse sectors. Topics covered include physician burnout, workplace age discrimination, the impact of flexible work arrangements on women, fall risk management in older adults, and the crucial role of HR in ensuring safety within health information systems. The assignment encourages critical analysis of these issues and potential solutions to enhance workplace well-being and organizational effectiveness.

Managing Human
Resources

TABLE OF CONTENTS
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
1.1.................................................................................................................................................3
1.2.................................................................................................................................................4
1.3.................................................................................................................................................4
Task 2...............................................................................................................................................5
2.1.................................................................................................................................................5
2.2.................................................................................................................................................6
2.3.................................................................................................................................................7
2.4.................................................................................................................................................8
Task 3...............................................................................................................................................8
3.1.................................................................................................................................................8
3.2.................................................................................................................................................9
3.3...............................................................................................................................................10
Task 4.............................................................................................................................................10
4.1...............................................................................................................................................10
4.2...............................................................................................................................................11
4.3...............................................................................................................................................12
4.4...............................................................................................................................................13
Conclusion ....................................................................................................................................13
REFERENCES .............................................................................................................................18
2

INTRODUCTION
Managing human resources is the process of recruitment, providing proper orientation,
developing the skills and maximizing utilization of available skilled workforce. The present
report is based on Unilever in which HR managers are rendering their efforts to provide healthy
working environment to the workers for effective management. They are managing employees
by using best management style and some flexible working practices as well. In the present
report, different types of flexibilities will be identified so as to provide better working facilities
to the personnel (Stone, 2013). Along with this, the way in which both; employer and employee
will get affected by the flexible working practices will be studied. In addition to this, it will
explain various forms of discrimination that take place in the firm. Apart from that, different
methods of performance management will be compared so as to bring improvement in
employee’s productivity.
TASK 1
1.1
As per the given scenario, Unilever requires effective manager so that they can improve
management style of company. For this purpose, company applied Guest model of HRM.
This model has six dimensions of analysis such as HRM strategy, HRM practices,
behavior outcomes, etc. This model is basically based on the assumption of human resource
management(Fan, 2013.). According to the guest model, leader in company should work for
employee engagement which includes survey of employees. Leader of Unilever UK should
promote effective communication and increase the pay of workers. Guest model is linked with
the strategic management of manpower of firm .
It focuses on the needs of individuals and not on collective workforce. However, this
model can be adopted for restructuring business strategies in order to ensure better performance
in the future period (Posthuma, Wagstaff and Campion, 2012). People in company are
considered as an asset, so, it is necessary to positively used by the organization. Moreover, Guest
model conducts various training sessions for employees and introduces new talent in the
organization for meeting daily needs of Unilever UK.
David guest model six components
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Human resources management strategy; strategy set by the Unilever that is long term goal
form 3 to 6 year.
human resources practices:, There are many practice which company adopted so that employee
work effectively, it motivates employee so that they work hard
HRM outcomes: employee are working more effectively and efficiently for the Uniliver and
working environment support them to complete their work on time
Behavior outcomes: in this behavior of employee consider and a way through which certain
issues resolved it includes decision making behavior and analytical communication.
Performance outcomes: in performance outcome Unilever objective used to monitor an
employee performances at the end of year.
financial outcomes: The result arises form HR strategy and way it determine the Unilever
financial performance.
1.2
Basis HRM Personnel/IR
Contract It focuses to work beyond
the contract
Careful describe in the form
of of written contract
Rules Impatiences with rule and
not follow more rules
It makes clear rules and
regulation
Nature of relation It is Unitarian in nature it follows pluralistic
relationship with employees
Management action Action taken according to
business need
Managers follow a specified
procedure to take actions
and make policies
accordingly (Barak 2013).
Story's definition of HRM
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According to the Storey's it is unique strategic approach for gaining advantage in
competitive market. For achieving the goal it is necessary to manage the UK Unilever asset
efficiently. In this company HRM practices helps in developing in work culture, in it focus on
making a relation with worker in company. Storey's identified two approaches of HRM such as
hard and soft approach (Posthuma, Wagstaff and Campion, 2012). The Hard approach is fixed in
workforce planning as concerned with orienting human resources strategy with business
strategy. While on the other hand Soft approach is frozen in the human relation it only concern
with workforce.
For example ; Unilever adopted a model of story for HRM, it is very good to analyses the
practices. All the decision are taken fastly which helps in development of organization.
Moreover Unilever is also used IR model whenever it is necessary to apply. Under story's model
of HRM it has been described that management practioces adopted in effcetive manner supports
in gaining required outcomes. Effective HRM policies are formed by management of Unilever
supported in gaining required outcomes. Required behavioural outcomes can be achieved in
terms of positive support of staff members. Motivation level and moral of employees increses
and it supports in gaining a potential and talented workforce. Financial outcomes also achieved
in terms of huge profit and financial revenues and market share of the organization is also
enhanced. In addition to this required objectives of enterprise can also be achieved by making
effective HR strategies. Performance outcomes can also be achieved and significant
improvements can be observed in efficiency and productivity of the staff members. They work
with more effectively for completing their assigned task in appropriate manner.
1.3
According to the given scenario, implications of strategic approach to HRM on both; the
line manager and employees in Unilever are mentioned as below:
Implication for line managers
Line manager of Unilever plays a significant role in organization. He manages employees
work on regular basis to make it sure that each and every member of the staff is performing in a
well manner. He is specialized in managing operational cost effectively. Moreover, they also
give employee advice regarding their performances . He monitors the performance and evaluate
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work progress of workers. He is responsible to provide technical and managerial help to the
workers whenever required (Trombetti, Hars and Ferrari, 2013.). They are also accountable to
allocate duties and evaluate work in the most efficient manner. They also check the quality of
work and make necessary changes in order to improve employee’s performance.
Implication for employees
Employees are the important part of company and their innovative ideas are the basis of
increased productivity. Human resource management supports creative thinking of employees. It
helps in improving the productivity of UK Unilever and ultimately the profits. Reward systems
put a positive impact on workers performance (Hémery, Pra and Marty, 2014.). Moreover, they
share their knowledge and experience to guide their co-workers which in turn improves the
overall efficiency and performance of employees. By assigning responsibility to an employee,
they feel responsible and work harder. HR manager also supports to the workers for maximizing
their skills through conducting training and development programs which help in reducing errors
of employees (Posthuma, Wagstaff and Campion, 2012). Flexibility in work improves
employee’s performance as if they work freely, that is, without stress, they will become more
productive. Solving the problem of employees help in building trust among workforce and as a
result, they will be highly committed towards their work.
Example: Line manager of Unilever support its employee and respect their view and ideas. It
monitor the performances of employee which help in improving a productivity of the
organization. While employee also have some benefits at Unilever that employee skills and
knowledge increased with the help of training and development session
TASK 2
2.1
UK Unilever is expanding well, new technologies are adopted which is challenger for ht
employee. Growing organization demand long working hour and more efforts.. For solving this
problem, UK Unilever is applied model of flexibility at work place (Trombetti, Hars and Ferrari,
S., 2013). Flexibility is required because employee maximum time spend in work. For their
comfort and making making sure that employees personal priorities not disturb in any level.
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Employer in company wants effective and more productive work force while on the other hand
employee want improve work life balanced.
Flexibility at workplace comprises of three types such as time off, variation in work
schedule and flexible work arrangements. For instance, Unilever is providing flexibility to their
workers through recruiting part time worker at the workplace. Moreover, it also provide work
from home facilities to the employees. The organization provides part time work and temporary
worker in company for reducing the work loads (Hémery, Robin and Marty, 2014.). It is also a
cost effective technique for the company. In addition to this, Unilever also give flexibility in
work arrangements in which employee can take breaks from regular work and compressed
workweeks for reducing their work stressBy practicing this model it increase the level of
satisfaction among employees and and retain them for longer time. Along with this, flexibility in
time schedule also allow employees to work in comfort zone so that they can make an effective
balance between professional and personal life.
Example: by applying flexibility model at Unilever, it helps in achieving the goals and objective
of organization. Employee of the organization feel less stress and they work more effectively and
efficiently which help in increasing a productivity if the organization.
2.2
There are different type of flexibility at work place such as part time work, sharing job,
flexible working hour etc. Types of flexibility which UK Unilever can adopted for employee
comfort are as follow
 Flexible working hour : Unilever applied Flexible working hour includes staggered start
and finish time and also used accrued known as flexi time. In staggered time it provide
facility to employee to choose time of arrival and departure within a limit which is set by
UK Unilever. Accrued time is authorized hours in which workers work in excess of an
employee standard working requirements (Arena, Ardolino and Di Gregorio, 2015.). For
example 7 hours a day. When employee perform in extra time it attract more overtime
off.
 Compressed working schedules: In compressed working schedule allows an employee
to work for longer hour on some days and and meet its required on weekly hours. It
provide employee a facility to take a part day off with the time they increase (Basner,
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Babisch and Stansfeld, S., 2014). However, common working schedule includes a 4 day
in which workers work in required weekly hour in these days and in week and a 9 days
fortnight. Other a 9 day fortnight in which workers to works fortnightly hours in 9 days.
 Job sharing: It is arrangement of work and responsibility of one job with other
employees. Mainly for those who work on part time basis (Hughes and Ferrett, 2015).
There are two types of job share arrangements such as half or split week and half or split
days in this. Unilever job sharing is best practices for reducing the work load from
individual.
 Telecommuting: In telecommuting employee work far way from the company. In this
employee can work by sitting at home and can easily communicate with the manager
through video calling or with other facility (Hughes and Ferrett, 2015).
This all flexible working arrangement are very beneficial of the employees because they make
employee stress free. By proving facility of working home, it become easy for them to work far
away from company without taking any office leave. It enable employee to choose working hour
and company is also providing unpaid leave.
For example ; Unilever provide flexibility arrangement for their employee in which it allow its
employee to work form home if they unable to come office. This flexibility is very helpful for
both employee and organization that is employee satisfy with its job because they are provided
flexible time and it encourage them to work more hard for the organization . While company
overall productivity also increase
2.3
As it discussed above all type of flexibility which UK Unilever can adopted and it helps
in reducing the work load from employees. Workers and employer is affected by using flexible
working are as follow
 Employee perspective: At UK Unilever there is great positive impact on employees by
adopting flexibility in working arrangements. It provides a amount of time for the
personal life for employees. Through telecommuting it is process involves in flexible
working hour where employee can work far way from organization (Kushniruk, Bates
and Borycki, 2013). At the time of travailing also work can be continue it reduce the
wastage of time of employee. Flexibility in working hour includes employee to work
8

freely at any time but with condition of delivering work on time. Moreover, job sharing
reduce the work load from individual because through sharing work with others helps in
competing a task on time. Flexibility in working hour motivates employee to work hard
and complete work on given time employee. It allows employee to work take unpaid
leave if they are permanent.
 Employer perspective: Unilever applied different types of flexibility it is very beneficial
for the them. It give a growth to the company and increases its profitability.
Telecommuting helps employer to complete the work if they are not in office (Keevil,
Gedroyc and Young, I.R., 2014.). So wok process is continue in absence of any
employees , part time workers finished their work. Employee in company are working
more effectively and efficiently. It hold the employee in company for longer period of
time. Benefit to to the organization is that employee perform daily without taking any
leave. Then work in company is gone in regular process.
For example : Employee feel satisfy with their job because Unilever is providing them flexible
time which help them in managing their work life and personal life. While it is very beneficial
for the employer because of flexibility more highly skilled candidates want to work with their
company which help them in innovating a new product and services.
2.4
Changes in labor market impact on flexible working practices of UK Unilever.
Changes in UK labor market due to changes in economy. There has been decline in
manufacturing jobs and growth in service sector. With the growth in self employment and part
time job there is more flexibility in labor market. There are less full time manufacturing jobs in
company due to changes in labor market. Their has been growth in female labor market which
help in adopting equality between employee regarding their gender (Jordan, Thomas and
Blackburn, 2014). There are also a negative and positive impact of this changes. New
technologies are arrived in market which make easy for employee to work from home. Such
telecommuting and video conferencing helps manager of company to communicate with their
employee far away from the office. Unilever has adopted such changes and allow employees to
work in flexible working changes.
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For example : Labor demand more flexibility at work place and it has a great impact on the
labor market. Employee are provide a flexibility that they can work for a day shift or night shift
whichever is comfort for them. Employee are free to chose their own time of working which
make them more comfort with work. Employee of Unilever are free to they not have to face
work load. And working environment is comfort for them.
TASK 3
3.1
There are different type of discrimination which can be take place in the UK Unilever
and they should try to avoid this practices. Form of discrimination that can be take place in the
Unilever UK are as follow
 Discrimination based on gender: In this type of discrimination it involve treating
someone less favorable due to their gender (Jones, Burke and Westman, 2013.). It is done
at the time of selecting employees of same qualification in men and women. Not equally
pay equally to men and women in company of same position. It should be completely
prohibited in organization and employee of different gender should be treated equally.
 Discrimination based on religious: It involves treating a person unfairly because of their
religious (Shanafelt, Boone and Oreskovich, 2012). It include harassment and negative
treatment with other religious people such as Hinduism, Islam, Christianity etc. This type
of discrimination is occur at the time of selection of candidates of job.
 Discrimination based on race or ethnicity: This type of discrimination is prohibited by
law so Unilever try to avoid it. In this employees are treated in unfavorable manner
because of their skin color or or certain facial features (Landy and Conte, 2016). Unilever
need to avoid this type of discrimination and treat all employees in equal manner.
 Discrimination based on disability: when a person is not physically fit but highly
qualified is ignored in interviewee due to its disability (Allen, Johnson and Shockley,
2013). It affect the morale of individual. At Unilever should provide opportunity to
disable candidate to work in their organization.
These are the various form of discrimination Unilever try to practices it to completely
avoid all such favoritism from their company (de Menezes and Kelliher, 2016). If company
avoid it completely then it helps in expanding the business in different country.
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3.2
The practical application implication of equal opportunities legislation for an UK
Unilever are as follow. It is important in company to manage the equal opportunity and diversity
is important for employee and employer. When in company their is efficient worker it lead to the
success of business (Jordan, Thomas and Blackburn, 2014). UK Unilever used approach of
effective communication, it helps in solving the problem of employee if any one is discriminated.
Employee in company should participate in decision making process and give them some
leadership responsibility. Culture of organization enable management of company to engage with
employees. Equal opportunity provide to employees related to promotion and transfer those who
are working in same position. Policy and procedure made in company should be clear and strictly
apply. Moreover, policy and procedure are according to the law and it provide equal opportunity
to candidates at the time of selection. Employee who are disable should be treated equally in
company as they are also a part of company.
Unilever need to oppose the discrimination completely for the good reputation of their
company. Employee in organization are of different gender should give equal opportunities for
showing their efforts in work (Ahmad, Shaw, Bown and Omar, 2016.). At the time of
recruitment discrimination should not take place and candidates selected only on the basis of
their talent. Violating another person dignity or misbehave with other in company this all are
against the company policy and procedure.
There is a implication of equal opportunities on legislation and localization : Unilever has
more then 50000 employees and it operates store in local area, it strictly followed equal
opportunity legislation which hurt sentiment of the local people. Local people want some
preference over the people who are not local.
Implication on employee that they are treated equally which make them feel better at
organization then they will perform with more effort. Employee are givens equal befits and they
are not discriminated in any way.
Reputation of the Unilever also improve in market because it adopted equality legislation. Highly
skilled candidates lie to work in their organization and government also support the equal
legislation adopted organization.
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3.3
For managing equal opportunities and for managing diversity at Unilever they can
promote different approaches are as follow
Human resources can find the talent from all over the country by advertising about vacant
position and avoiding inequality. Through this Unilever offers equal opportunity to the people of
different religious, gender etc. it provides chance to disable people if they are talented without
making them comfort. Both male and female in organization should have equal right to get equal
wages (Subramaniam, Overton and Maniam, 2015). It is prohibited in company discrimination
between gender or by their age. For promoting equality company can attract equal qualified
employee by avoiding which gender they are of or they are of which religious. Diversity
program included different policies for reducing biases. Moreover Unilever can improve
diversity and equality by conducting diversity training program. In this program they recognize
the personal biases about quality employee should have and cultural assumption or which
communication style is desirable (Trombetti, Hars and Ferrari, S., 2013.). The main goal of
diversity program is that to recruit work force and reflects the diversity of the community. It
done to manage employee in Unilever effectively and fairly.
Unilever encourage employee to participate in the professional to promote diversity. It provide
excellent networking opportunity, and also foster collaborations which access to a larger pol of
diverse candidates. Moreover by offering language training they is a best way to improve
diversity at work place. It allow to recruit employee form all over the world. For example
Unilever is providing a language training to a employee which helps them in communicate with
each other easily. So that no confusion or miss understanding crested among the employees and
employer
TASK 4
4.1
Performance management is process of controlling, managing and measuring individual
performances in company. It is also very important part of employment in which organization
focus on employee development and work performance. For benefits of employee Unilever
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encourages them to work more hard (Posthuma, Wagstaff and Campion, 2012). When in
company employee perform better they were reward for it and this motivate them to work more
hard. Talent spotting is one of the method employer find talented people who give their best
effort to company. Employee are provided opportunity to take responsibility of work it motivate
them to give more effort to their work. Employee performances also check by seeing the quality
of work.
Employees in Unilever give more efforts to their work and complete task, through this
employee performances can be measures (Arena, Ardolino and Di Gregorio, 2015.). Further,
there are many tools used to measures the performances of employee such as performance
appraisal, 360 degree feedback, and performances evaluation. This all methods are discussed
below
 360 degree feedback: in this method it involves feedback of manger and team member.
Employee complete performances collected and measured (Basner, Babisch, Davis and
Stansfeld, 2014.). After checking employee performances, feedback given to them of
their performances it helps them in improving their work more better.
 Behavioral checklist: it is list of criteria that an employee work with responsibility
toward their work (Posthuma, Wagstaff and Campion, 2012). This method is favorable
because rating is given to employee in basis of is individual performances at Unilever.
 Performances appraisal: In this employee are rated according to the their working
efficiency and working quality. This all is recorded and used for the purpose of
compensation, salary etc (Trombetti, Hars and Ferrari, 2013.). it is a most effective
techniques because on basis of this employee responsibility and improvement is shown in
front of manager.
 Objective based: It is a simple way of measuring the performances of employee at
Unilever. In this method objective given to workers to meet it in deadline. When they
complete the task on time to meet the objectives (Arena, Ardolino and Di Gregorio,
2015.). Then their performances is highly rated in organization.
4.2
There are various approaches which is adopted by Unilever for maintaining the employee
welfare. One of them is health and safety of employee in organization. Corporate health service
13

at Unilever is belong to highly treatment service and highly qualified team. Health services
required to be offered in company for employee care (Kushniruk, Bates and Borycki, 2013.). It
results there is better and healthy working environment in company for workers, because
employee who are incapable to work due to health issue. Better services are provided to them
such as medical facility and other services for their welfare. Health policies adopted at work
place make employee more secure and free from any health issues. They can also organize health
care program which make employee more aware of health related issues and its precautions.
Another one is managing stress at work place for employee welfare. When employees
feel stress due to work load. It can be controlled at Unilever by providing break time and any
creative activity at work place. Workers get relaxed if their mind is divert for some time from
work to other creative things (Jones, Burke and Westman, 2013). It helps in reducing the stress
level of employee and make them more attentive toward their desired objective. In welfare of
employee it includes anything that is done for the comfort of employee and this is proved above
the wages. By focusing on employee welfare it helps in keeping morale and motivation of
employee high. It retain the employee at company for longer time they will not switch to other
company if all facilities are provide to them. In welfare of employee also includes their
satisfaction, happiness and improve workers from industrial fatigue. The purpose of providing
such facilities to make their work life better and to raise their standard of living.
For example; Unilever is adopted some approach which is very beneficial for employee .it
makes employee feel like a par to of organization. They get more responsible toward their work
because they given some time for relax in office. Workers are also provided wages according to
their work which motivate them to give their best effort to company.
4.3
Implication of health and safety legislation on human resources practices at at Unilever
are as follow:
Health and safety legislation
According to this health and safety legislation at work place aims to prevent them from
accident at workplace, injuries and disease. It shows that it is a responsibility of manager and
supervisor to ensure that employee are safe in their at UK Unilever or not (Ahmad, Shaw, Bown
and Omar, 2016.). By this legislation it is required that employer take every possible steps for
14

protecting the workers in the workplace. It includes providing training facility, so that they come
to know how to handle potentially dangerous equipment and inform them about place where risk
of accident is high. Under this legislation employee can also refuse to work at place which is
unsafe for them. Moreover, employers need to establish health and safety committee. At
Unilever committee is consist of both workers and manager representative (Subramaniam,
Overton and Maniam, 2015). In which issues are discussed related to health and safety at work
place and solved by them.
According to the act health and safety 1947 it implies that employee have to institute
relevant program which make sure that employee health standard should be acceptable at the
time of recruitment. Human resources management work is to make sure that environment in
which employee is working is healthy for them or not. By adopting such practices it build good
brand image of Unilever at market. It positively effects the internal and external environment of
organization.
Safety, Health and welfare at work act 2005 ; According to this act it show the responsibility
of employer for the employee at work place. Employer required to identify the hazard at wok
place and remove it completely so that employee not get harmed. Its implication is that employee
feel more safe at work place and less accident occur at work place.
The health and social care act 2012; according to this act employer make sure that safety and
welfare of its worker. Employer manage and conduct work activities n a way to prevent any
improper conduct or behavior likely to endanger employees
4.4
The impact of work life balance on employee performances at Unilever. It is important
for employee maintain work life and personal life in balance. When employee fail to maintain
balance between them it effect both personal work life. There performances in organization is
affected and they cannot enjoy personal life too (Keevil, Gedroyc and Young, 2014.). For
improving it manager of Unilever need to give work load to employee which is tolerable by
them. If they face any problem related to work proper knowledge given to them for their
comfort. When employee are give over load work then they their work quality will be effected.
They will only try to complete it without thinking of it quality. It increase their frustration they
may also leave the job or not work effectively. When employee not produce quality of products
15

it effect the profitability of company. For improving employee work life it can be done by
offering them flexible working hours. Through this employee can manage their personal life too
fulfill their needs (Allen, Johnson and Shockley, 2013.). Moreover, allows employee to work
from home. When employee work form home it avoids rush hour headache are they can take
their personal matters like visiting to doctor, etc. provide them unpaid leaves if they are sick or
they have some emergency. There are many more reason which affect the employee work life
and can be improve by Unilever. Hence, it is responsibility of organization to take care of their
worker and not force them to work under the pressure.
Work life balance which became a primarily deal for an employees and it give them ability to
properly prioritize between work and lifestyle etc. Moreover it linked with employee
productivity, job satisfaction and performance. Employee feel stress feel because their family is
happy which help them. For example employee of Unilever work more effectively and
efficiently
CONCLUSION
From the above report it can be concluded that by adopting flexible working practice
Unilever overall production and profitability is increase. Flexibility in working arrangements
such as flexi working hour, job sharing etc. make employee more productive and responsible
toward their work. Practices of discrimination at the time of recruitment is completely avoided
and all employee are provided equal opportunity in organization. Further it can be concluded
that, through measuring the performances of employee it can understand how they are
performing. There are also many tools which are effective in measuring the performance of
employee such as 360 degree feedback, objective performance etc. by adopting various
approaches employees welfare in company can be maintained and retain for long duration.
Employee work life should be balanced so that they work more effectively and efficiently.
Discrimination in company should be completely avoided so that good image create of Unilever
in market.
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