Comprehensive Analysis of Human Resource Strategies at Unilever

This report provides a comprehensive analysis of Unilever's human resource management practices. It begins with an evaluation of organizational design theories, such as traditional and open system theories, and their relevance to Unilever's strategic goals. The report then delves into the analysis of various approaches and techniques used by Unilever to attract, develop, and reward its workforce, including motivation theories like Mc Clelland's theory of requirement and Alderfer ERG theory, human capital theory, and knowledge management strategies. Furthermore, the report critically evaluates these approaches and techniques, offering recommendations for sustainable performance. Finally, it explores emerging HR developments and their potential impact on the role of HR within the company. The report offers insights into Unilever's HR strategies and provides a critical assessment of its practices.

36-Human Resource

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Evaluation of relevance of organisational design theory in company terms along with
meeting company strategy........................................................................................................1
M1 Critical evaluation of relevance of company design........................................................2
TASK 2............................................................................................................................................3
P2 Analysis of various approaches as well as techniques that are used for attracting,
developing along with rewarding workforce..........................................................................3
M2 Critical analysis if various approaches along with techniques to motivation, human
capital along with knowledge management along with recommendations for sustainable
performance...............................................................................................................................5
TASK 3............................................................................................................................................6
P3 Research along with knowledge for emerging HR developments...................................6
M3 Evaluation of how emerging HR development that will affect role of HR duty with
valid judgements.......................................................................................................................6
TASK 4............................................................................................................................................7
Done in presentation.................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource could be term to be a set of individuals that refers to an essential human
resource of company. It is an effective section that is working in terms of selecting, providing
training, recruiting various applicants in order to achieve their objectives and perform their work
effectively within a specified time scale. As it is reflected as a valuable source of company that
deals in different human resource aspect and others (Hussey, 2021). This report is based on
human resource of Unilever that is a British multinational customer product as well as services
companies that deals in retailing selling of product in terms of food, vitamins, ice cream,
minerals as well as other supplements. This report includes evaluation of relevance of company
design in terms of theory which are being used for achieving company strategy, evaluation of
different approaches around with techniques which are used for attracting, developing as well as
rewarding work force, research with knowledge in terms of emerging HR development along
with its conclusion.
MAIN BODY
TASK 1
P1 Evaluation of relevance of organisational design theory in company terms along with
meeting company strategy.
Organisation design theory is said to be important factor which is used by a company that
could help in providing a clear structure for business company in order to design various rules as
well as policies. As it helps in achieving work within a specified time scale along with it consists
of various theories which are used in order to determine as well as ensure that company structure
should be designed in order to achieve profitable results (Berlingieri and D’Cruz, 2021). In terms
of Unilever organisation design benefits company in terms of managing as well as organising
their structure where their strategies could be used for achieving their results in an effective
manner. Sum of theories which are being used by Unilever to have profitable results are as
follows:
 Traditional organisation theory: As it refers to theory which is associated with various
layers of authority along with it reflects hierarchical along with flat structure. In terms of
Unilever it offers a systematic direction as well as support to their subordinates so that
they could be able to carry their roles in an efficient function. As functional structure is to
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be followed by company for having higher level of authority which are to be determined
according to their function.
 Open system theory: As this theory refers to a model which is reflected as a
contemporary theory that determines in having positive surrounding so that working
operations of company could be carried in a smooth manner. In terms of Unilever,
manager of company adopts democratic leadership styles in order to influence their
working as well as their employees to perform with their higher level of efficiency. As in
terms of open system theory Unilever development of strategies to be improved in their
management by taking out various diseases that could be able to fulfil the needs of their
employees along with their objectives could be achieved.
M1 Critical evaluation of relevance of company design.
As it has been critically evaluated that organisation design is important for company along
with that in terms of Unilever various motivation theory which is used by company are as
follows:
Mc Clelland's theory of requirement:
As it defines to theory which is used by company in order to motivate their employees along
with the base of gender as well as age aspect (Smith, V., 2021). It basically influences in terms of
driving an effective behaviour so that experience of their employees could be enhanced in
different factors which are as follows:
 Achievement: It is considered to be primary requirement in order to achieve competency
and manager of Unilever give various responsibilities as well as duties in terms of
observing working experience of their employees so that objectives could be achieved on
time.
 Affiliation: As it defines to a stage at individual level needs of belongingness along with
friendly environment in order to motivate employees to work with higher level of
efficiency. As in Unilever company is involved in their every events along with seminars
in order to reduce their confidence level for maintaining their sustainability.
 Power: As it reflects to requirement which is used to control bones of individuals for
carrying out business practices. As management of Unilever basically understands duty
as well as work which is to be performed by their employees in order to satisfy the
requirements of customers.
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In terms of Unilever this theory is considered to be most effective in order to satisfy their
employees in terms of giving them salary as well as other in sentence in order to motivate them
so that they could be able to perform with their higher level of efficiency wrong with that mass
loss hierarchy theory could also be used by company in order to achieve with new heights
(Alharahsheh and Pius, 2021).
TASK 2
P2 Analysis of various approaches as well as techniques that are used for attracting,
developing along with rewarding workforce.
In companies are to be performing their work with the objective of managing their daily
operations as well as function so that involvement along with motivation of employees could be
enhanced. In this human resource management are performing their work in order to increase
their capabilities of employees so that they could be able to accomplish their goals on timely
basis. In terms of Unilever managers of company and focus in adopting various approaches as
well as techniques that could be able to reflect them with a dedicated as well as passionate
employees for having higher level of efficiency of performance. Various theories as well as
concept which are to be adapted by company are explained as follows:
Motivation theory
Alderfer ERG theory:
As this theory is used to categorise requirements of individual.in terms of Unilever
management of company is focused on managing presence as well as relatedness in terms of
growth requirements so that requirements are to be satisfied by their company for having
effective results. Aspects of theory are explained as follows:
 Existence requirements: As it refers in having psychological requirement like food,
shelter clothes and so on. And in terms of Unilever management of company should
focus on fulfilling requirements of employees so that they could be get motivated in
terms of accomplishing their targets with a higher level of proficiency so that
productivity is to be kept.
 Relatedness requirement: As it defines to requirements which is associated with having
social as well as external extinct of an individual in order to satisfy their relatedness
relationship with their other members such as families and friends (Jacobsen, Tryggestad
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and Harty, 2021). For this management of Unilever should focus on evaluating
requirements of employees that could be emphasized as in terms of salary as well as other
benefits along with that there should be an ability in order to keep efficient relationship
for retaining their skills as well as talent for performing work.
 Growth requirement: As it is associated with self-actualization requirement that is a
required by individual in order to focus on a level of creativity so that their performance
could be analysed effectively and which could be helpful in gaining about success of
company. As in Unilever employees of company should be focused on completing their
operations within a specified time of scale as well as managers could maintain their call
record so that they could be able to evaluate their performance as well as reports could be
provided to them according to their performance.
Human capital theory
As this story define so application that is concerned with all the experiences as well as
knowledge so that company will be able to achieve efficient earning for having long term
sustainability. As a story is used to focus on satisfying working requirement so that productive
outcomes could be achieved as well as changes could be implemented efficiently and adopted by
employees so that we will be able to sustain their marketplace for longer run (Loeffler and
Bovaird, 2021). In terms of Unilever company is using this is strategy for having effective
changes and to deal with financial capabilities for maximizing them by having a higher
availability of resources for completing their production for or their products as well as services.
This theory reflects use and why knowledge of personality which is to be improved in terms of
giving out higher values to company. As with this theory of human capital is a type of capital
that could be helpful for manager in terms of giving them training along with development
session so that their skills could be enhance and they could be focused on their work with their
higher efficiency and balance management could be kept for ensuring that each operations is to
be performed by their employees effectively. As manager of Unilever is to carry our
responsibility to looking forward for attracting as well as retaining their employees so that they
could be able to have a human capital in company by showing out their valuable results.
Knowledge management
Knowledge management basically defines to a method of skills management, ability of
strength of employee so that effective results could be achieved in terms of various approaches.
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In terms of Unilever various approaches which could be used by company in order to have
knowledge are as follows:
 As manager of Unilever should be focused on developing various strategies in terms
of providing employee benefits so that their effectiveness could be maintained. In
this if their employees are having more knowledge than it is responsibility of
company to maximize their ability in terms of productiveness that company will be
able to sustain in market and increase their competitive advantage (Nguyen and
Hoang, 2021).
 Also along with that Unilever should provide effective training and development
sessions to their employees so that their skills could be improved in terms of their
development and their learning capacity could be increased by making out various
useful decisions in terms of achieving their goals properly.
M2 Critical analysis if various approaches along with techniques to motivation, human
capital along with knowledge management along with recommendations for
sustainable performance.
It has been critically analysing that there are various approaches as well as techniques in
terms of motivation, open capital as well as knowledge management which could be used by
company in order to increase their effectiveness. In terms of Unilever various strategies and
approaches which could be used by company for having effectiveness along with in terms of
certain recommendations for having their delivery of sustainable performance are as follows:
 As company should use various motivation theories such as mass loss hierarchical
theory along with Alderfer ERG that could be used by company in order to motivate
their employees so that they could be able to sustain in marketplace in longer term
along with fulfilling requirements of their employees.
 Along with in order to encourage employee’s skills it is necessary for company to use
knowledge management by providing them training and development sessions on
regular basis so that their development could be carried in terms of their skills as well
as talent and they could be able to perform with their higher performance towards
achievement of goals (Graßmann and Schermuly, 2021).
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 As for organising along with managing human capital it is recommended to Unilever
to offer various sessions to their employees so that their knowledge could be
maintained as well as they could be able to retain in workplace.
TASK 3
P3 Research along with knowledge for emerging HR developments.
As in order to carry out research along with using out contemporary knowledge for
supporting out various emerging development of HR. In terms of Unilever various emerging HR
development of company are as follows:
 Adoption of artificial intelligence in recruitment process: As it defines to an idea of
using out artificial intelligence which is relevant in terms of emerging human resource
development as it is considered to be an important element for carrying out recruitment
process as it deals with security as well as privacy in order to keep their candidates
information private as well as prevented for carrying out the interview policy. As it
provides effective role in their human resource marketing so that their operations could
be carried out with higher level of performance and quality of work could be improved.
 Data analytical transforming human resource: As in human resource action there are
various decisions which are to be taken in order to maintain growth of company. terms of
Unilever manager of company should focus on decision making by having fluctuation in
terms of various situations according to business surroundings. Sofa that Data analytics
could be used by company for having value of training as well as development in order to
increase their productivity for generating and profitability.
 Increasing up performance management: As it defines to having proper process which
is used in terms of monitoring as well as managing employee’s performance in order to
have productive outcomes of company in terms of retail sector (Adegbite, Adegbite and
Ige-Olaobaju, 2021).
 Digitised rewards as well as recognition: As this factor generally reflects in terms of
rewarding as well as recognising their employees in order to motivate them for giving
their higher performance. In terms of Unilever companies using various rewards in terms
of providing salaries as well as incentives on regular basis for motivating their
employees.
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M3 Evaluation of how emerging HR development that will affect role of HR duty with
valid judgements.
From the analysis it has been analyse that company should focus on implementing external
as well as internal change which could be found to be beneficial for Unilever in terms of
developing their new strategies in order to have effective performance. along with that Unilever
should use digitalization in terms of their working place so that effectiveness could be
maintained along with they should use their stakeholders for providing out various change
facilities in terms of evaluating their employees on regular basis so that higher usage for digital
medium modes could be used for having productivity for retail sector. And it also helps in
involving along with implementing change according to condition changes. And it has been
synthesizing of knowledge as well as research information which is to be highly processed that is
used in order to lead with changes effectively so that objectives could be achieved systematically
(Oyelere, and Oyelere, 2021). Along with that it has been observed that manager of human
resource of Unilever should take various working standards for their employees in order to
increase their working efficiency so that their operations should be achieved on specified time
and company could be able to achieve their new heights in terms of increasing their competitive
market place along with satisfying their workers as well as customers and retain in markets for a
longer period.
TASK 4
Done in presentation
CONCLUSION
It has been concluded from above report that human resource is considered to be very
essential element of business company which is used in terms of managing as well as organising
their workforce so that higher profitability could be maintained along with generation of
revenues. As it is effective for business company in order to carry its all duties efficiently. This
report explains about organisational design theory so that various roles are to be carried in an
efficient manner. As this report explains about various methods that are used by company in
order to have various strategies to have effective results as well as it consists of explanation of
various approaches along with techniques that are explain for maintaining as well and retaining
their employees in terms of dealing with changes effectively so that company will be able to
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sustain in marketplace for long run. At last this report explains about research which has been
carried in terms of emerging HR development by having valid judgements for having conclusion.
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REFERENCES
Books and Journals
Adegbite, O.E., Adegbite, O.R. and Ige-Olaobaju, A.Y., 2021. Financial Ethics. Financial and
Managerial Aspects in Human Resource Management: A Practical Guide, Emerald
Publishing Limited, pp.39-50.
Alharahsheh, H.H. and Pius, A., 2021. Exploration of Employability Skills in Business
Management Studies Within Higher Education Levels: Systematic Literature
Review. Research Anthology on Business and Technical Education in the Information
Era, pp.1147-1164.
Berlingieri, A. and D’Cruz, P., 2021. Depersonalized bullying: An emergent concern in the
contemporary workplace. Concepts, Approaches and Methods, pp.195-231.
Graßmann, C. and Schermuly, C.C., 2021. Coaching with artificial intelligence: concepts and
capabilities. Human Resource Development Review .20 (1). pp.106-126.
Hussey, P., 2021. Connecting Health Immersion of Digital into eHealth. In Introduction to
Nursing Informatics (pp. 15-53). Springer, Cham.
Jacobsen, P.H., Tryggestad, K. and Harty, C., 2021. Design as redesign in the case of
architectural competitions: the role of design visualisations and juries. Culture and
Organization .27 (1). pp.51-70.
Loeffler, E. and Bovaird, T., 2021. User and Community Co-production of Public Services and
Outcomes—A Map of the Current State of Play. In The Palgrave Handbook of Co-
Production of Public Services and Outcomes (pp. 3-30). Palgrave Macmillan, Cham.
Nguyen, L.A. and Hoang, A.L.T., 2021. Managing culture for management innovation.
In Human Resource Development in Vietnam (pp. 249-275). Palgrave Macmillan,
Cham.
Oyelere, M. and Oyelere, T., 2021. Managing Relocation Costs. Financial and Managerial
Aspects in Human Resource Management: A Practical Guide, Emerald Publishing
Limited, pp.97-105.
Smith, V., 2021. Engaging general practitioners in pay-for-performance scheme design. Journal
of Health Organization and Management.
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