Employee Induction Manual Report: HRM Practices at Unilever

This report presents an employee induction manual for Unilever, a multinational consumer goods company, focusing on human resource management (HRM) practices. The report is divided into two parts. Part 1 explains the purpose and functions of HRM in workforce planning and resourcing, covering recruitment, selection approaches (internal and external), and the strengths and weaknesses of each. It also explores the advantages of various HRM practices for both employers and employees, including recruitment, selection, reward systems, and performance appraisals. Furthermore, it evaluates the effectiveness of HRM practices in raising organizational profit and productivity. Part 2 analyzes the importance of employee relations in HRM decision-making, identifies key elements of employee legislation and their impact on HRM, and illustrates the application of HRM practices with specific examples. The conclusion summarizes the key findings, and references are provided. The report highlights the strategic importance of HRM in aligning employee objectives with organizational goals, fostering employee engagement, and enhancing overall business performance within Unilever.

Employee
Induction
Manual

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
P1 Explanation of purpose as well as functions of HRM that is applicable to planning of
workforce and resourcing an entity:...........................................................................................1
P2 Explanation of strengths as well as weaknesses of different approaches for recruitment and
selection:......................................................................................................................................3
P3 Explanation of advantages of different human resource management practices within an
enterprise for for both employer as well as employee:................................................................5
P4 Evaluation of effectiveness of various HRM practices in context to raising profit and
productivity of an organization:...................................................................................................6
PART 2............................................................................................................................................7
P5 Analysis of importance for employee relations in relevance to influencing decision making
of human resource management:.................................................................................................7
P6 Identification of key elements for employee legislation as well as its impact on HRM
decision making...........................................................................................................................8
P7 Illustration of application of human resource practices in context to work with utilisation of
specific examples:........................................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Employee induction manual is incorporated for informing employees regarding rules and
regulation of an organization. Human resources management is process of managing and
monitoring all the employee process in the organization and maintaining their efficiency(Akiror,
2018). Company which is chosen in this report is Unilever. It is British multinational
organization that operates in industry of consumer goods. Entity is headquartered in United
Kingdom.
The topic covered in this report are functions and application of planning of company and
approaches of recruiting and selection. Different practices of HRM and its effectiveness is
determined and importance of HRM decision making and various elements is being studied.
Apart from that application of this practices in work related has been analysed in this report.
PART 1
P1 Explanation of purpose as well as functions of HRM that is applicable to planning of
workforce and resourcing an entity:
Company overview: Unilever is a multinational company that is situated in London,
United Kingdom. Entity was founded in the year 1929 by Lever brothers. Firm operates in an
industry of consumer goods and is organised mainly in three divisions that is beverages,
personal care and home care products. Vision of an organization is to make a commonplace for
sustai9nable living and to ensure long term growth of business. While its mission is to add
vitality in standard of living of people (Blikle, 2019).
Human resource management can be described as a strategic approach which is applied
for effective management of workforce in an organization. Procedure of human resource
management involves recruiting, selection, induction of employee and providing orientation to
them. Apart from this, it also includes activities of training and development, performance
appraisal, compensation, motivation and maintenance of proper employee relation in an entity.
Overall, it can be stated that practices of in Unilever, HRM are highly concerned for
management of work force of an enterprise.
Workforce planning: It refers to procedure of analysing, forecasting as well as planning
of supply and demand of workforce. Along with it, workforce planning involves assessment of
gaps and intervention of talent management for ensuring up-gradation of right skills ans
1

expertise in an organization (Burt, 2016). Various software are utilised in Unilever for deploying
candidates as well as gauging requirements of work force.
Resourcing: It emphasizes on obtaining and retaining individual for effective
management of performance level of employee. Strategical imperatives which are focused in
resourcing are minimization of employee costs and enhancement of employee value.
Purpose of human resource management which is applicable for planning as well as
resourcing of workforce:
 Aligning with organizational objectives: Purpose of human resource management is to
prepare of proper planning structure which defines available of all required resources for
development of performance level of employee. Main concern associated with HRM
activities of Unilever is to ensure alignment of objectives of employee with
organizational objectives.
 Development of effective employee relations: Employee relation plays a significant role
in an enterprise as it affects performance of working staff. In Unilever, department of
human resource management focuses on resolving issues or dispute among managing
team of an organization and its employees (El-Shamy, 2016). Apart from it, creation of
enforcing policies are ensured for maintenance of equality and consistency in workplace.
Functions of HRM that is applicable for planning and resourcing of workforce:
 Employee engagement: Employee engagement serves as a crucial part in a business as
higher engagement level of employees states enhancement in productivity of an
organization. Hence, human resource department of Unilever is highly concerned
regarding management of employee engagement in business which also helps in reducing
its retention level.
 Performance management of employees: Another function of human resource
management is effectively manage performance level of employees. Adequate
management of performance in Unilever ensures achievement of goals of business as it
enables proper resourcing and workforce planning for enhancement of productivity level.
HRM Functions
Managerial functions:
2

 Planning: It is one of the primary function in which number of staff members require to
achieve organisational goals in effective manner. Such as, Unilever use this function for
the planning of different activities and fulfil potential requirements.
 Organising: It is another function in which organise various activities that occur in the
business and allocate to each member according to their skills and activities are
integrated in regard of common goal.
 Directing: In this function consist of various operations of staff members at distinct
stages and making them contribute increase towards business objectives.
 Controlling: It is last function of managerial activities in which analysis efficiency of
employee is checked, verified and compared with objectives. When actual performance is
found deviated as per plan so measures are taken.
Operative functions
 Development: It is a operational function in which staff members select new skills and
knowledge to present their job effectively. Along with they also prepares staff members
for higher level responsibilities.
 Compensation: It is related with analysis of effective and adequate remuneration of the
staff members in business entity in regard their contribution to achieve organisational
goals.
 Motivation: Staff members are working in business entity for the satisfaction of needs. In
different scenarios, it is found that they do not make effort for the achievement of
organisational goals and it occurs when staff members are not motivated.
 Integration: It is last function of HRM in which staff members are integrated with
organisational goals after that provide training in regard of their work. According to
business objectives they are making efforts for the accomplishment of organisational
goals.
P2 Explanation of strengths as well as weaknesses of different approaches for recruitment and
selection:
In company the selecting and recruiting the employees been important part of human resources
and play necessary role in the firm. The organization named Unilever is also considering this
step so seriously and concentrate it in the process (Gell, Hilton and Dico-Young, 2017) .
3

Recruitment is the process of identifying human resources needs and resolve the problem of
human resources deficiency. There are two approaches of recruitment are as follows-
 Internal approaches- This refers to the process that filling the vacant position within the
business premises. There two types such as Employee referral and Promotion in this
methods. Employee referral concern with supervising the employee records and
evaluating the records of their performance and referred them to vacant posts. Promotion
is the act that used to promotes as per their performance and fill the post accordingly. In
the company Unilever, this approaches helps in motivating the employees handwork and
facilitated in accurate selection. The weakness is that it promotes the unemployment for
outsiders and deals in favouritism and that leads to unskilled staff in company.
 External approaches- This concern with filling the post by employees through outside
process and allow people to show their skills. Advertisement is one of the method that is
widely used and through print media, newspaper and television. For the Unilever
company the strength is that selected skilled and experience employees and rejuvenates
organization. The weakness is that it contain high cost for the company and increases the
chances of wrong selection.
Selection refers to the selecting the right person for right place and right position. Following are
the approaches-
 Internal approaches- This concern with selecting the employees from within the
organization after recruitment process. Preliminary Screening refers that it screening the
all application or resume of all applicants. In the company Unilever the strength of this
approaches is that it facilitates in choosing eligible employee for the position. Weakness
of this process that it contain lots of time to screening large number of applications
(Grissom, Viano and Selin, 2016).
 External approaches- This refers to the external method that used to conduct to select
the employees. The best method is social media that increasing the chances of selecting
the employees from digital platform where they can choose best one. For the company
Unilever the strength is that it provide many options to company for available post and
helps in selecting better one. The weakness is that it is nor feasible for all kinds of jobs
application.
4

P3 Explanation of advantages of different human resource management practices within an
enterprise for for both employer as well as employee:
HRM practices indicates anticipation of internal policies and procedures of an
organization which are drafted as well as implemented for level of contribution of employees for
attainment of organizational objectives. In relevance to Unilever, practices of human resource
management of entity is associated with enhancement in selective hiring and management of
effective team (Jena, Pradhan and Panigrahy, 2018). HRM practices are adopted for adding value
to policies of an entity for aligning it with business strategy. Benefits of various practices of
HRM in context to employer and employee are discussed below:
Recruitment and selection: Entity is seeking to performers that pertain high expertise
and hence are turning towards innovative procedures for the purpose of streamlining hirings.
Selective hiring through panel based interviews, internships and effective advertising for job
vacancies are some strategies that are adopted by Unilever in its innovative hiring process. Employee benefits: Selection and recruitment of highly skilled candidates in an
organization ensures emergent of competitive spirit within its employees. In case of
Unilever, innovative recruitment hiring serves as a reason for enhancing proactive and
agile attitude of employee as they are motivated towards gaining competitive edge.
 Employer benefits: It ensures effective planning of workforce as right candidate is
selected and positioned in an enterprise as per organizational requirements. While
considering its benefits in Unilever it can be noted that recruitment and selection process
enables enhancement in productivity level of business as efficiency of workforce is
increased by addition of expertise individuals in business.
Reward and performance appraisals: It indicates implementation of efficient reward
system for the purpose of providing recognition and reward to working staff of an organization
on the basis of their performance level (Kutafina and et. al., 2019). In Unilever, application of
this incentive plan of performance appraisal and reward enables reinforcement of desirable
behaviour of employees. Employee benefits: It enhances motivation level of employees as their work is recognised
and appreciated in an enterprise. It ensures increment in level of job satisfaction in
working staff of Unilever which further boosts their morale. In addition to it, this
5

provides opportunity for career development to employees as their hard work is
recognised in business.
 Employer benefits: Performance appraisal enables modification and alteration in working
habits of employees of an enterprise as adequate feedback is provided to working staff
regarding their performance. Further, providing reward and recognition to employees of
Unilever motivates them to enhance their performance level which ultimately leads to
increment in efficiency and profitability of business.
P4 Evaluation of effectiveness of various HRM practices in context to raising profit and
productivity of an organization:
Effective Human resource management practices in an enterprise leads to flexibility in
job definitions and provides cross training to working staff which improvises level of employee
performance. It serves as factor for increasing contribution of employees for performing tasks
which are allotted to them. This results in increment in level of productivity as well as
profitability of business (Lai, Saridakis and Johnstone, 2017). In case of Unilever, various
practices of human resource management are adopted by department of HRM for strengthening
employee relationship in firm which nurtures efficiency of an enterprise. Further, HRM practices
enables linking of employee performance with strategical objectives of business which fosters its
profitability. Effectiveness of different human resource management practices in relevance with
raising of profitability and productivity of Unilever is discussed below:
Recruitment and selection: Process of recruitment and selection is incorporated in
business for identification and screening of suitable candidates in firm. Implementation of
efficient policies and practices for recruitment and selection permits involvement of highly
skilled or expertise individual in an organization. It fosters proactive alignment of performance
of employee with strategical goals of business. In adherence to Unilever, recruitment and
selection permits an organization to attract skilled individuals which helps in incorporating a
productive and efficient workforce. As, bottom line of business is highly affected by its working
staff hence, selective hiring plays an essential role in increasing profitability of firm. It ensures
longevity as well as success of business in longer run. Overall, it can be stated that effective
process of recruitment and selection in an organization facilitates proactive alignment with
business strategies that fosters profitability and productivity of business.
6

Reward and performance appraisals: Different strategies are formulated by an
organization for providing performance appraisals and rewards to employees. It pertains a
significant influence of level of engagement and morale of working staff. It provides a valuable
insight to managing team of a company regarding performance of its employees (Lechner and
Paul, 2019). Evaluation of ongoing performance of staff members in a workplace. As work of a
personnel is recognised and rewarded in a firm that helps in developing talent in a workplace and
enhances individual performance. It improvises profitability of an enterprise as it efficiency level
increases.
PART 2
P5 Analysis of importance for employee relations in relevance to influencing decision making of
human resource management:
Employee relations indicates efforts of company in managing relationship between
employer and employees. It is a crucial part of human resource management of an organization.
It can be described as a organizational effort for creating and maintaining a positive relationship
with working staff. It enables enhancement in dedication and engagement of employees in a
firm. Maintenance of employee relationship in Unilever leads to increment in efficiency level of
employees which positively contributes in growth and development of business. Employee
relationship is maintained by adequately managing issues or problems that are faced by
personnels in a workplace (Ogalo, 2018). It leads to reduction in conflict arising in relevance to
Unilever. Apart from it, creation of a positive work culture and maintenance of productivity of
employees and their satisfaction level also involves in it. There are several practices which
facilitates management of employee relationship, such as, building cross functional teams,
encouragement of social interactions through events, programs etc., and conduction of team
building activities. Importance associated with employee relations which pertains impact on
decision-making of managing team of Unilever are further discussed below:
 Reduction in workplace conflicts: Employee relationship management focuses on
building morale of employees and aligning requirements of employees with goals of firm.
Workplace conflicts is reduced by resolving issues that are faced by employees in an
organization which improvises their competencies. Within Unilever, department of
7

human resource management focuses on maintaining positive work relationships and
implements activities of team building for improvising employee relationship.
 Productivity enhancement: Employee engagement helps in maintaining positive work
culture in an organization which improvises satisfaction level of employees and enhances
their engagement in business. It ultimately boosts productivity of workforce.
Maintenance of employee relationship in a well structured manner enables company to
enjoy higher level of profitability and productivity as efficiency of employees is raised.
Highly engaged employees are more concerned towards achievement of organizational
goals.
 Reduction in employee retention level: Adequate incorporation of enhances employee
satisfaction which serves as a reason for reduction in retention level of employees.
Employee retention comes up as a major issue in business as it increases business costs in
relation to recruitment, selection and training of newly recruited personnels. In relevance
to Unilever, as company is focused on achieving employee advocacy hence, maintenance
of positive employee relations serves to be highly beneficial.
P6 Identification of key elements for employee legislation as well as its impact on HRM decision
making
Employment Legislation (Equality Act 2010):
Employment Legislation implies body of laws that regulate the relationship between
employees and employers (Pahos and Galanaki, 2019). While bulk of these laws are usually
frame to protect workers, there are some regulations how they can be imposed upon them. Issues
that are covered by these laws includes legal working ages, discrimination and safe working
environment. Civil courts or other administrative procedures handle the violation of employment
laws.
Employment Laws in context with Unilever:
Minimum Wage Act, 1948: Minimum Wage Act was introduced in Central Legislative
Assembly in 1946 and come in force in 1948. This law mention that employer can take 9 hours
of actual work in 12 hours of shift. But employer will have to pay double the amount if a labour
work more than nine hours. This reduces entry-level jobs, lifetime income and training for
Unilever. Unilever because of this law has helps its labours to come out of poverty. This was
done by raising income of its employees. Minimum wage concept has build financial stability in
8

Unilever employees which encourage them to work more efficiently. Unilever with Minimum
Wage Act, 1948 helps its labours to derive job satisfaction.
Workers Compensation Act, 1923: Workers Compensation Act was implemented in 5
March, 1923. This law provides social security to employees and compensation is to be provided
to their dependents. Unilever compensation law brings job safety among its labours. It provides
compensation to injured and in case of death compensation will be provided to dependents.
Employees have become more free in their operations. Unilever has develop trust among its
employees. Unilever has provided health insurance benefits to its employees. Its has provided
policies regarding paid off (sick days, holidays, and even on jury duty).
Payment of Bonus Act, 1965: Payment of Bonus Act, 1965 was introduced in order to
make payments of bonus to persons employed on few establishments, on profit or production and
employing 20 or more persons. This law was implemented in September 25, 1965. Because of
this Unilever is bound to pay bonus to each employee. Unilever shall provide 8.33% of wage or
salary earned by employee in an accounting year or Rs. 100 whichever is higher. This brings job
satisfaction among Unilever employees. They are praised in monetary terms to work more and
efficiently. Unilever has provide set off/set on and redressed mechanism. This also helps the
Unilever to measure the performance of its employees (Smolensky,Reinberg, and Sackett-
Lundeen, 2017).
P7 Illustration of application of human resource practices in context to work with utilisation of
specific examples:
Human resource management practices involves various policies as well as procedures
that is designed for facilitating enhancement in employee competencies in a business. It involves
selection of talented personnels and educating them about business activities to be performed.
HRM practice is applied in Unilever for recruiting and selected skilled individual for fulfilling
the job vacancy of 'Marketing Manager'. Human resource management activities which are
applied in Unilever for this purpose are specified below:
Job description:
Job description can be explained as a written statement which specifies about a specific
job in a firm. It is based in findings related to job analysis. It defines general tasks, duties as well
as responsibilities which is associated with a specific job. Hence, this document summarizes
functionary report related to a job position and explains skills or qualifications which is required
9

for the same (Steed. and et. al.,2019). It is usually narrative and comprises list of competencies,
along with task examination and job information. job description of Unilever for the position of
marketing manager is stated below:
Job description for marketing manager in Unilever
Unilever, a multinational corporation have a job vacancy for position of marketing manager at
its head office which is located in London.
Job Title: Marketing manager
Location: London
Reporting to: Managing Director
Responsible for: Marketing assistant
Job purpose:
Development and execution of marketing strategies in an organization for the purpose profit
maximization.
Duties and responsibilities:
 Monitoring performance of activities related to marketing.
 Managing sales receipt
 handling queries related to marketing and sales.
 Identification and coordination of marketing activities in business
 Production of appropriate PR collateral.
Job offer letter:
Job offer letter refers to a letter which is provided by a firm to potential candidate which
states their selection in an organization (VARGAS-HERNÁNDEZ and RAMOS-
HERNÁNDEZ, 2016). It involves employment details, date of starting, benefits as well as
essential term for employment. Job offer letter which is drafted by department of human resource
in Unilever for position of Marketing manager is described below:
Offer Letter
Mr/Ms XYZ
we are extremely pleased to convey you information regarding your selection in Unilever as a
Marketing manager. All criteria for recruitment and selected are completed successfully and
you are requested to join an organization from 25 January 2021. Other essential informations
10

are stated below:
 Probation period is of three months.
 Leaves will be entitled to you after completion of probation period.
 Letter of appointment will be provided on completion of probation period.
 Nullification of this contract requires prior notice of 20 days.
Person specification:
Person specification indicates description regarding qualities, attributes, experience as
well as skills which is required to be possessed by a candidate for performing job duties. It is
derived from job description and pertains an essential part of recruitment procedure. Following is
the person specification for position of marketing manager in Unilever:
Person specification
Job Title: Marketing manager
Qualifications:
 Should have completed masters in Business Communication.
 Bachelors from any stream is considerable.
 Candidate should have minimum experience of two years.
Skills
 Leadership skills
 Good interpersonal skills are required.
 Team working attitude.
Evaluation of procedure and rationale for conduction of appropriate human resource
practices:
Candidates are sourced from various sources such as, advertisements etc. further,
screening is done on the basis of their applications. Walk in interviews are conducted and skilled
personnels are shortlisted (Woodcock, 2017). Various attitude tests are conducted to judge their
abilities or capabilities. Later, selection is done of suitable candidate. Induction and orientation
programs are conducted for selected personnels. Further, training is provided to them for
enhancing their capabilities and explaining work procedures to newly recruited personnels.
11

CONCLUSION
From the above report it can be concluded that employee induction manual is developed
for explaining employment policies, rules and regulations to staff members of a company. It is
intended for providing guidance to newly selected employees and informs them about customs
and practices of firm. Human resource management pertains various functions and purpose in
application to workforce planning as well as resourcing. Further, approaches of recruitment and
selection pertains several strengths and weaknesses. HRM practices proves beneficial for
employees as it boost their moral and increases their efficiency, while in context to employer
practices of human resource management serves as a great approach for increasing profitability
of business. It also enhances decision making of human resource management.
12

REFERENCES
Books and Journals:
Akiror, A. P., 2018. Staff Training and Employee Performance in the Public Sector in Uganda:
The Case of Ministry of Finance Planning and Economic Development (Doctoral
dissertation, Uganda Management Institute).
Blikle, A., 2019. An Experiment with a User Manual of a Programming Language Based on a
Denotational Semantics. arXiv preprint arXiv:1905.12444.
Burt, C. D., 2016. NEW EMPLOYEE SAFETY. SPRINGER INTERNATIONAL PU.
El-Shamy, S., 2016. Dynamic induction: Games, activities and ideas to revitalize your employee
induction process. CRC Press.
Gell, F., Hilton, E. and Dico-Young, T., 2017. Training Manual: Gender leadership in
humanitarian action.
Grissom, J. A., Viano, S. L. and Selin, J. L., 2016. Understanding employee turnover in the
public sector: Insights from research on teacher mobility. Public Administration Review.
76(2). pp.241-251.
Jena, L. K., Pradhan, S. and Panigrahy, N. P., 2018. Pursuit of organisational trust: Role of
employee engagement, psychological well-being and transformational leadership. Asia
Pacific Management Review. 23(3). pp.227-234.
Kutafina, E. and et. al., 2019. Learning Manual Skills with Smart Wearables. In Perspectives on
Wearable Enhanced Learning (WELL) (pp. 229-250). Springer, Cham.
Lai, Y., Saridakis, G. and Johnstone, S., 2017. Human resource practices, employee attitudes and
small firm performance. International Small Business Journal. 35(4). pp.470-494.
Lechner, A. T. and Paul, M., 2019. Is this smile for real? The role of affect and thinking style in
customer perceptions of frontline employee emotion authenticity. Journal of Business
Research. 94. pp.195-208.
Ogalo, L. A., 2018. Influence of Induction Training on Employee Retention in the Kenyan Public
Service (Doctoral dissertation, University of Nairobi).
Pahos, N. and Galanaki, E., 2019, April. Staffing practices and employee performance: the role
of age. In Evidence-based HRM: A Global Forum for Empirical Scholarship. Emerald
Publishing Limited.
Smolensky, M. H., Reinberg, A. E. and Sackett-Lundeen, L., 2017. Perspectives on the relevance
of the circadian time structure to workplace threshold limit values and employee
biological monitoring. Chronobiology international. 34(10). pp.1439-1464.
Steed, L. B. and et. al.,2019. Leaving work at work: A meta-analysis on employee recovery from
work. Journal of Management, p.0149206319864153.
VARGAS-HERNÁNDEZ, J. G. and RAMOS-HERNÁNDEZ, J. J., 2016. Organizational
Development action: Induction program. Ecoforum Journal. 5(2).
Woodcock, M., 2017. Team development manual. Routledge.
13