Current Recruitment and Motivation Strategies in Unilever

1 INDIVIDUAL
ASSIGNMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Analysing of current recruitment and motivation strategies in organization...............................3
Determining basic testing concepts utilized within Unilever......................................................6
Identifying some further suggestions' organization may need related to human resource
department procedures.................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is the process which includes recruiting, hiring, training
and development of an individual. Staffing, maintenance, training and development, motivation
are functions of such practices. The HR purpose to provide structure to entity and serves as
engine which works fluently on day to day basis. Unilever is one of the most famous
multinational company that operates in more than 170 countries catering variety range of
products (Bongard, 2019).
In this report it would be discussing about current recruitment and motivational strategies
in the context of selected organization. Furthermore, there are some basic test concepts which
will be analysed to show how such measures impact to organization performance. Apart from
this it will determine some improvements which should be taken by organization in their human
resource practices being more lucrative. In similar way it would provide further
recommendations which depict that how HR practices can be more beneficial and make further
improved in clear and concise terms.
MAIN BODY
Analysing of current recruitment and motivation strategies in organization
Recruitment and motivation are the two essential components which forms better work
collaboration among employees in organization. The real source of motivation for recruited
employee states the commitment which have to accomplished favourable outcomes. Motivation
for recruiters enables them to enhance their work efficiency and form collaboration at work. It
reflects to their behaviour of work and relations with others at workplace. In the context of
selected organization Unilever focuses on integrated and uniform strategy for their
recruitment and selection process, and other human resources operations. Whereas training and
development of firm is design in manner in which members of workforce get aligned with
suitable knowledge and help form expertise. In regard to same it forms contribution to overall
growth aspects of company. Human resource practice play significant role in organization, there
are well managed professionals in Unilever who cope up with success measures of company.
The workforce is composed of diverse communities through which team can collaborate with
various types of cultures and enhance their working capability. The strategy of organization build
in way which easily engage new and existing working members, and creates the specific reason
to be more productive accomplishing the aims and objectives of the company. Currently, there is

an outsourcing contract with global management consultancy firm to provide all types of HR
services. Specifically, it focuses and support entity to recruit and hire professionals through more
diversity and growth potential. Also, there is team of expertise for R&D, who looks further for
continuous development in new products and helps organization to enhance brand portfolio and
expansion in marketplace. The human resource management strategy tend to concentrate over
formulating team of strong workforce to gain various opportunities in industry forming an
differentiation from others (Van Esch and Black, 2019). Organization tries to leverage success
with required members available to direct growth via skills and competence. For sustaining
growth Unilever changed their organizational culture and alter its recruiting and motivational
strategies for reviewing employee retention approach. Whereas changing organizational culture
aids in providing more specific training to develop capabilities that add value to organization
success.
Moreover, the current strategy of Unilever depicts it is being more focus towards
selection of employee in terms of differences in age, culture, gender, region and race. The
purpose of this current formation is to form diverse team that would serve customer across
national boundaries with relation among entity and customers of various categories. Whereas in
motivational factors, they try to aid employee with suitable training and development facilities to
improve positive culture and productive workforce respectively. On the other hand with the help
of soft approach in HRM practices, company delegates their responsibilities and authorities to
employee voluntarily that align with their interest and mission of company. There is huge effort
which is made by company over its recruitment, promotion, selection and formation of adequate
working environment for their workforce. Human resource departments decides on issues of
compensating workforce through rewards, salaries and other facilities to accomplish internal and
external growth. Hence, by this approach it also stresses over effective as well as efficient
management to gather information, workforce and technologies for improving the work
efficiency and productivity of organization. Recruiting is done specifically to make their
employee retention more clear and specific. In this way there are various plans to retain key
working employees, it includes long term incentives plans for workforce. The top-level
executives enjoy their pension facilities after getting their retirement as well as they are favoured
with several other benefits which is generally provided by Unilever.