Unilever Case Study: HR Vision, Future Proofing, Leadership, and Sustainability

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UNILEVER CASE STUDY
TASK ONE
Performance of HR Vision Works
The Unilever company has prided itself as a global company that can be able to offer
suitable and yet equitable growth to its stakeholders and thus creating a long-term value for
itself. This is the main reason gearing the sustainable living plan (SLP) that governs its business
model. Its bases its purpose on being able to make sustainable living for a common place and
grow as a business while still decoupling the environmental footprint away from its growth and
also increasing the social impact it has in the society. Unilever has a goal to change its value
chain operations, sourcing and consumer use of the products so as to design profitable growth
and fuel innovation in such a manner that all stake holders benefit. This is one of the reasons that
the three big goals of improving health and well-being reducing environmental impact and
enhancing livelihoods were launched back in 2010 supported by the nine pillars of health and
hygiene, improved nutrition, greenhouse gases, water use, waste and packaging, sustainable
sourcing, fairness in the workplace, opportunities for women and inclusiveness in business
respectively (Unilever 5).
Being that the world has become quite volatile, and the are increasing temperatures by
the day, resulting to floods, shortage in food supply and increase in the gap between the rich and
poor, there is still a lot to be done to meet basic human necessities. A change in the Sustainable
development would see the company deliver on its sustainable development goals. In meeting
the environmental goals, then agricultural war products need to be at the top of their lists in terms
of material sourcing. This means that vegetable and vegetable oils amongst others need to be a
consideration for them. This translates not agriculture in the sense that the company has to able

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to cater for the livelihood of the farmers and the communities surrounding in order for the
commodities to be grown. They also have to invest in the diverse pollinating insect and the
natural system around them from wetlands to the forest so as to meet the ecosystem needs
(Unilever 5).
Future Proofing
Unilever has been able to screen all entries from recent past years by involving the
candidates in a neuroscience-based game in order to measure inherent traits that are measured by
artificial intelligence. This makes the company be able to diversify as well as keep its cost
efficiency. This makes the company gain the ability to transcend time and transform new talent.
By partnering with service providers such as Pymetrics and Hirevue, the have digitized the hiring
process. More to that, they now advertise joins on social media outlets like LinkedIn and
Facebook where candidates don’t require resumes. By playing the game, the results are matched
to certain positions and they proceed to an interview on HireVue. The successful candidates get a
tour at the Unilever offices. This has increased their job posting and hiring spaces earning it the
most diverse company to date (Unilever 2).
TASK TWO
Part 1: HR management in focusing on mid and long-term market forecasts and
resource needs.
For the company to expand its operations to the global markets and most especially in the
emerging economies, there needed to be key considerations among them being the hiring of new
workforce in the markets. There also needed to be key management strategies that would
translate into effective high-level performances and this meant aligning the services offered by