Human Resource Management: People & Management

PEOPLE AND ORGANISATIOS,
HUMAN RESOURCE MANAGEMENT
ALTERNATIVE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Comparison of different organisation structure, culture and their impact..................................1
Factors influencing individual behaviour....................................................................................2
Ways in which HRM contributes in reaching objectives of organisational................................3
Impact of employees legislation on HRM in UK........................................................................4
TASK 2............................................................................................................................................4
Stages in Recruitment and Selection of staff..............................................................................4
Ways to Motivate organisational workers ..................................................................................5
Link between motivational theories, job evaluation and rewards...............................................6
TASK 3............................................................................................................................................7
Effectiveness of different leadership and management styles....................................................7
Impact of employment-related legislation on employment termination arrangements by
analysing termination procedures ...........................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
Books and Journals.....................................................................................................................9

INTRODUCTION
Human resource is one of the important element in the organisation to manage the people
and resources. HR of the company is responsible to provide good organisation structure and
culture of the company (Renz and Herman, 2016). Present report is based on Unilever company
whose existence is globally. Its products include food and beverages, beauty products and
cleaning agents. The report will contain a comparison of organisational structure, culture and
impact between 2 companies, stages of recruitment and selection, ways through which company
motivates its employees.
TASK 1
Comparison of different organisation structure, culture and their impact
Unilever P&G
Organisational
structure
Unilever uses line organisational
structure. In this structure power
flows from higher authority to
lower authority. Company faces
centralisation issues because
lower level cannot take decisions
own their own and cannot include
in decision making process. It
makes organisation stable that
help Unilever to perform well in
market (McCaffery, 2018). This
type of structure makes
organisation to reach its goals
effectively and efficiently.
Sometimes employees feel
demotivated as they do not share
their ideas openly.
P&G follows network structure.
In this structure relation between
manager and top-management is
visualised. It provides company
flexibility and decentralised
environment. Employees openly
communicate with each other
internally and externally. It is
beneficial for company to follow
this structure because employees
feel free to communicate and
share their problems and feel
valued. Employees perform their
work with full motivation in
order to achieve company's
goals.
Culture Unilever follows power culture to
make the organisation
P&G follows role culture where
each employees is assigned the
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environment good. In this type of
culture company authority to take
decision is given to fewer
employees who work hard. Other
employees follow the decisions of
managers and superiors (Willis,
Clarke and O'Connor, 2017).
roles and responsibilities
according their qualification,
skills, knowledge and
specialized area. This benefits
company by increasing
productivity.
Impact Employees of the company feel
de-motivated because they do not
have any right to participate in the
decision making process. This
impact on company by decreasing
the productivity and increase in
employee turnover.
If a company follows this type of
organisation structure and
culture than employees gain
interest in the business and work
hard to maximize the profits by
increasing sales. It makes
employees motivated because
employees freely communicate
with the top level and involve in
decision making (Amanchukwu,
Stanley and Ololube, 2015).
Factors influencing individual behaviour
Behaviour of every individual is affected by many factors such as demographic,
personality, attitude, skills and abilities. These factors also affect the organisation behaviour
which in-turn delay decrease the profits.
 Demographic factor: Individual behaviour is affected by demographic factors such as
age, gender, caste, religion, language, disability and employment status etc. Due to these
factors employee feel de-motivated as they may have problem of language barrier while
communicating or some employees of Unilever have higher employment status which
makes other people jealous. Discrimination on the basis of age, gender and disability
makes employee leave the organisation (Bolden, 2016).
 Personality: Every individual posses different personality traits. Some are introvert and
some are extrovert. Their personality depends on family, culture and society. All
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