Analysis of HRM Job Design Structure and Components at Unilever

This report provides an analysis of the Human Resource Management (HRM) job design structure within Unilever. It begins by outlining the essential components of a job description for an HR Manager, including job title, purpose, duties, and responsibilities, emphasizing the importance of job analysis in enhancing productivity. The report then delves into the compensation and benefits packages offered by Unilever, highlighting their role in attracting and retaining employees. It discusses the components of these packages, such as salary, bonuses, health insurance, and retirement plans, and the HR manager's role in revising and managing these programs. The report also mentions the use of technology for storing employee records and the importance of communication and employee feedback in enhancing HRM practices. Finally, the report emphasizes the significance of career enhancement programs in ensuring employee professional development, supported by references to relevant academic research.

Running head: HUMAN RESOURCE MANAGEMENT
JOB DESIGN STRUCTURE IN UNILEVER
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Table of contents
Three job components of the job description.............................................................................2
Components of the compensation and benefits package............................................................2
References..................................................................................................................................4

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Three job components of the job description
The job description is prepared according to the different staffing levels and the
exclusive requirements. The essential components of job description of HR Manager in
Unilever includes the job title, job purpose and duties and responsibilities. According to
Kianto, Sáenz and Aramburu, (2017), Job analysis is the assessment of the employment and
the effectiveness of the selection in terms of enhancing the productivity. This is done through
the means of estimation in which checklists and templates are used for appraising the
performance of the HR manager. In case of the job purpose, the emphasis is on the urgency
of the need for filling the vacant post for controlling the human resources.
In case of Unilever, the process involves alignment of the candidates’ requirements
and expectation with that of the identified and specified objectives. This assessment acts as a
ground for the selection and recruitment of the desirable candidates. According to Schulte et
al., (2018), one of the other components of the job description is the information on the roles
and responsibilities, which has been specified for the HR manager. As a matter of
specification, the roles are handling the recruitment process, formulating and revising the
policies under the supervision of the Operational Managers, conduct plans for appraisals,
cultural events and others.
Components of the compensation and benefits package
Compensation and benefits package is a means for luring the employees to the
services of the companies like that of Unilever. It is the responsibility of the HR manager to
revise the compensation and benefits package for gaining trust, loyalty and dependence from
the candidates, clients and customers. Evaluation and audits results in measurement of the
effectiveness of the packages towards ensuring the wellbeing of the clients and customers
(Kelechi et al., 2016). In this evaluation, all of the components of salary, bonuses, incentives,

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health insurances, retirement plans, flexible timings and miscellaneous is catered by the
managers of companies like Unilever.
It is also accounted that the HR managers need to organize employment
compensation programs. For this, meetings and sessions with the operational managers are
conducted in terms of gaining supervision from the board panel and managers regarding the
strategies formulated. Ability towards planning appraisal programs is accounted as an integral
element of the functionalities of the HR Manager. Kadir, AlHosani and Fadillah, (2019)
opines that judicious use of the technologies for storing the official track records of the
employees, outsourcing and offshoring the operations to the other departments through email
marketing. Feedbacks from the candidates is essential in terms of assessing their approach
towards the levied services. The more the employees are involved in the discussions, the
more expanded and diversified is the human resource management practices of the companies
like Unilever.
Effective communication between the HR managers and the operational managers
results in the introduction of effective programs for the employees. Notifying the information
in the form of emails and notices is effective and enhances the roles of the HR managers
towards enhancing the professionalism of the employees (Schulte et al., 2018). Career
enhancement plans and programs are also conducted by the HR Managers of the Unilever,
which possesses flexibility to ensuring that the employees attain their professional
development.

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References
Kadir, A. A., AlHosani, A. A. H. H., & Fadillah Ismail, N. (2019). The Effect of
Compensation and Benefits Towards Employee Performance. 8(9), 23
Kelechi, N. G., Akpa, V. O., Egwuonwu, T. K., Akintaro, A. A., Shonubi, A. O., &
Herbertson, A. E. (2016). The effect of compensation administration on employee
productivity. Arabian Journal of Business and Management Review (Oman
Chapter), 5(8), 40.
Kianto, A., Sáenz, J., & Aramburu, N. (2017). Knowledge-based human resource
management practices, intellectual capital and innovation. Journal of Business
Research, 81, 11-20.
Schulte, S. B., Kay, A., Potosky, D., & Renard, M. (2018). Job analysis and design.
In Teaching Human Resource Management. Edward Elgar Publishing.