HR Practices in Unilever: Recruitment, Training, and Performance Management

Human Resource
Management
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Contents
Assessment Part 1: Employee Induction Manual...................................................................................3
1.0 Introduction ...................................................................................................................................3
2.1 Key roles and responsibilities of the HR function.............................................................................3
3.0 An assessment of the approach to: ................................................................................................5
3.1 Workforce planning.....................................................................................................................5
3.2 Recruitment and selection...........................................................................................................6
3.3 Development and training...........................................................................................................6
3.4 Performance management .........................................................................................................7
4.0 Different methods used in HR practices..........................................................................................8
References ......................................................................................................................................9
Assessment Part 2: Recruitment and selection documentations portfolio ........................................10
1.0 Job description for the position of marketing manager.................................................................10
2.0 Specification for the position of marketing manager.....................................................................11
3.0 A job offer letter for the selected candidate..................................................................................11
4.0 An evaluation of the process appropriate HR practices.................................................................11
An evaluation summary of employee relations and employment legislation that relate to HR
practices..............................................................................................................................................12
5.0 Flexible working practices .............................................................................................................12
6.0 Aspects of employment legislation within the organisation .........................................................12
7.0 Employment legislation inform decision making and meets business objectives..........................13
References ...................................................................................................................................13
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Assessment Part 1: Employee Induction Manual
1.0 Introduction
An introduction to the chosen organisation including mission statement, purpose and core
business objectives.
Unilever is British multinational company. It is a consumer goods company. Headquartered
in London, England (Sidibe, 2020).
Statement
The company mission is to fulfil the needs of the consumers and it is done by the
providing the consumer with brands for their nutritional needs, personal care as well as
hygiene care so that the consumer will feel good, look good and get more from life.
Purpose
Unilever is providing consumers with the branded products as well as services, along
with offering customers with good price and quality products. The products are safe to use
for their particular usage and the products and services are purposefully labelled and
advertised.
Business objectives
The company’s objective is to bring commonplace sustainable living and finding more ways
so as to help in the development for the long term.
2.1 Key roles and responsibilities of the HR function
The HR at Unilever performs many functions and managing the staff for the organisation is
a difficult task. This requires skills and time to expertise it. The HR play important functions
that are necessary for the development of the company and for the employees working
there. The functions are:
Recruitment & Selection:
The HR recruit employees for the organisation like the part-time and the full-time
workers, along with that the HR also terminate the employees when in need. The HR
identifies the needs of the company and hire the talent needed for the progress. This is done
by the recruiting and the primarily processes. Recruitment are done by various technological
platforms to attract the talents in huge amounts and filter out the people who have the
potential to work (De Stefano, Bagdadli and Camuffo, 2018).
Types of Recruitment:
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Recruitment can be performed by 2 ways including internal and external recruitment.
In Internal recruitment employees are recruited within the company by process of transfer or
promotion. This helps the company to reduce the time and money for hiring. On the other
note it creates a conflict among employees who did not got the opportunity and it also limit
the pool of candidates.
Another way is external recruitment where employee is selected from outside the
company by in following ways:
Advertisements:
Company makes add and post in newspaper or magazines. It helps to the company to
attract local candidates but there are less people who read newspaper.
Recruiting Agency:
Candidate are hired from agency as they are specialized in recruiting of staff to fill vacant
position of company This helps company to recruit specialized candidate but agency
charges huge amount of money.
The HR assigns the employees work according to their skills and experiences. The HR can
terminate the employees according to the needs of the organisation. HR maintains the hiring
in ethical ways and align then according to the company’s needs. Decides the salaries and
benefits for the employees. The HRM has to select the right candidate with right skills from
the recruited ones. The steps involved in the process are screening which means filtering of
candidates, taking interviews to check communication skills and background check to know
the information provided by candidate is true. The selection process eliminates the candidate
who lack in knowledge and communication skills. On other hand it takes lot of time as HRM
has to test every individual.
Development
The HR is responsible for on boarding new employees and providing them with the tools
to increase the efficiency of the development of the company. HR is also responsible for the
investments they make for the development of the company. The development activities can
include:
 Training and development of the employees for their job.
 Keeping the employees up to date with the technologies and providing then
with the training opportunities like educational programs, conferences as well
as internal training.
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