Talent Management Assignment : Unilever
Added on 2021-05-31
12 Pages2961 Words269 Views
Surname 1Student NameProfessor NameSubjectDate Talent ManagementIntroduction Unilever is a consumer goods company located in London, United Kingdom and Rotterdam, Netherlands and was founded in 1930[CITATION Mir11 \p 20 \l 1033 ]. It produces products like food, beverages, cleaning agents and personal care products. In Europe, it's the seventh most valuable company, and the world's largest producer of food spreads like margarine. The productsof the company are available in about 190 countries hence one of the oldest multinational companies in the world. The company has three primary goals; improving health and well-being of the people, reducing impacts on the environment and enhancing livelihoods. This task is going to describe the Unilever talent management[ CITATION Uni12 \l 1033 ].Task 1According to the compass strategy and sustainable living plan of Unilever company, there is a three-fold challenge which the company uses to identify the best talent, to be the best place to work and to ensure people perform to their best[CITATION Cha13 \p 66 \l 1033 ]. This is the people,place and performance according to the Human Resource vision of the company. People
Surname 2This represents how the company secures its talent. Examinations have been done on the kind of people the company has, quality, quantity, gaps and how to close the gaps. The company is focused on its future and how to double its revenue to 80 billion euros by identifying the skills, talent and culture[CITATION Ada14 \p 50 \l 1033 ]. The Human Resource management plays a very important role in ensuring the skills, talent and culture gaps are always covered. They do this to ensure the future of the company is not harmed.Place This is aimed at making the company the best place to work. The Human Resource vision of the Unilever company in this element is to ensure that there is a development in the company’s employee value proposition. The company being a marketing focused business, it’s expected to develop employee brand to ensure it is the best place to work. A new leadership programme that will ensure that the talent under development is connected to the future strategy and the business model of the company is in place. Since the company is operating in about 190 countries globally, it requires a broad marketing strategy and talent[CITATION Gra16 \p 12 \l 1033 ]. The company uses analytics to check the information in the different marketplaces it operates as well as maintaining the value proposition in its brand.Performance This is aimed at ensuring that people perform to their productive best. There is a lot of data collected by the company which is used in evaluating the talent of the employees. They start by examining the current skills and the expected skills in future, the skills of the Anthony with the services he provides and what the company need to cover as a function. Both individually and the entire function contains individual skill assessments and collective skill assessment covering
Surname 3the individual and collective gaps. This helps the company to know their current and future standin three years’ time[CITATION Wil13 \p 33 \l 1033 ]. The valuing of the talent framework is viewed in three ways; the outcome of the business in terms of its profit and cash, the establishment of therole of talent inputs in the performance of the business and improvements in talent.Task 2Part 1The Human resource management in the Unilever company do a focus on mid and long-term market forecasts and human resource needs. The managers carry out the forecasts so as remain and compete with their rivals in the market and this makes the company achieve its goals and objectives[CITATION Far10 \p 80 \l 1033 ]. They are also able to invest in talent and leadership for the company to achieve its objectives. The Human resource managers ensure that human rights are followed to the latter and that compliance with the rights is done through its assurance process. Hence it focuses on the human resource needs because the happiness of the employees leads to the success and growth of the company. The focus is also done to understand the concerns of employees in the whole world and introduce them to social activities.Part 2The Unilever company has developed a culture where employees are encouraged to work like business owners and entrepreneurs. The company has employed about 161000 people and equipped them with skills and leadership qualities. This has helped the company have the best talent creating long-term value to the company. There is a foreseeable gap in the human capital analysis because the growth of artificial capacity is affecting the work and there is more anxiety at work with the changing composition of the employees[CITATION Gen12 \p 400 \l 1033 ]. The
Surname 4capital analysis is that the managers of the company should be more fluid with the data and analytics they use so as to be successful in the next ten years. By using the wealth data about the people in the organization correctly, the company will be able to improve the productivity of the Human resource operations. The big data volume helps the Unilever Company to improve their plan of performance.Part 3By identifying the best talent in any company is important because it reduces the chances of dropouts and, resources used and expenses incurred. The best approach I would prefer in identifying new talent is a criteria-based approach[CITATION Rea11 \p 320 \l 1033 ]. The approach is discussed below;Planning for the futureFirst I would understand the goals and objectives of the company and what it will require in future. I would also identify the leadership roles and positions of the top senior leadership in the company and its strategic needs. After identifying, purpose, priorities, needs and requirements are evaluated for each role identified. Timeframes and talent tools of leaders either recruited from outside or from within the company.Defining high-potential criteriaI would then define high-potential criteria by looking at the necessary research, defining terms like potential, performance, readiness and fit so as to enhance an understanding at the organizational level. I would also specify the high-potential criteria for the company as a whole and roles in particular.
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Talent Management at Unilever: Strategies and Approacheslg...
|9
|1676
|260
Talent Management at Unilever: Strategies and Approacheslg...
|9
|1904
|325
Talent Management: Unilever's HR Vision, Market Forecast, Human Capital Analysis, Leadership Attributes, and Recruitment Approachlg...
|9
|2751
|351
Importance of HRM and its Practices in Unileverlg...
|21
|7463
|90
Human resource management.lg...
|15
|3973
|86
HR Strategies and Practices of Unilever in India: A Study on Value Creationlg...
|14
|4263
|79