Human Resource Management Report: Employee Engagement and Diversity

This report delves into the core aspects of Human Resource Management (HRM), specifically examining the critical role of line managers in fostering employee engagement and driving organizational performance. The report analyzes the relationship between employee engagement and organizational outcomes, using Unilever as a case study. It highlights the essential skills of effective line managers, emphasizing empathy, communication, and the ability to create a positive work environment. Furthermore, the report explores the importance of diversity in the modern global business landscape, arguing that a diverse workforce enhances innovation and problem-solving. It also covers employee well-being, team building, and conflict management, providing recommendations for managers to improve talent retention and reduce absenteeism. The report concludes with a self-evaluation of people management skills, emphasizing leadership styles and the importance of honesty and commitment in achieving organizational goals. This comprehensive analysis offers valuable insights into the multifaceted responsibilities of line managers and their impact on overall business success.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Q1.Understanding the relationship between organizational performance and employee
engagement for line managers.....................................................................................................1
Q2.Skills of good line manager...................................................................................................2
Q3. Why line managers need to be positive about diversity in the current global business
environment?................................................................................................................................3
Q4.Self-Evaluation : People Management ..................................................................................4
Q5.Introduction............................................................................................................................5
Q6.Importance of employee well-being, collaboration/team building, change and conflicts
management.................................................................................................................................6
Q7 line manager reaction in diversity learning............................................................................8
Q8. Recommendation..................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Line mangers is a person in firm who have directly responsible for managerial functions of a
certain employee. He is engaged in productions and distribution functions of company and give
necessary training and coaching to employees at work place.
It represents the relationship between line mangers and organization performance. This study
also shows the good qualities of line managers create an impact on employee's performance and
engagement at firm. It also explaining the diversity at work place and how line mangers positive and
negative behaviours towards diversity can impact on company's employees. This study shows the
importance of employee's well-being, collaborations and team working in company and how a line
mangers deal with that all circumstances at company. This study also helpful for know about the
emotional levels of workers in company. How manage this emotions by line manager by using
concepts of emotional intelligence. There are also have some recommendation for manger for
improving the top talent in company and how to reduce absence level and retention level in firm.
And how a line manager manage the diversity at work place by making new rules and norms in
firm.
Q1.Understanding the relationship between organizational performance and employee
engagement for line managers.
Employee engagement is one of the most popular concept ans has now emerged as the
significant mainstream in the organizations. The link between employee engagement and
organizational performance has driven the businesses and led them to deliver the long term
outcomes. I have analysed this relationship in one of the leading consumer goods company
UNILEVER. This company is known for its large market share and delivering high quality products
where the major contribution has been of its employees. I have been in the dilemma that whether the
company is progressing because of its products or global image but later on found that it is the
employees whose commitment towards the strategic goal has helped Unilever in gaining
momentum(Maylor, H., Blackmon and Huemann 2016).
Employee engagement is not all about how actively they are working but it depicts the actual
face of the company which has direct impact on the productivity of the company. The more the
employees are involved in their work more the organization will flourish globally. Unilever is well
known for its corporate culture whose core strength lies in its employees who are motivated enough
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to bring efficiency in every aspect of the company thus this company has understood the importance
that how instilling the sense of enthusiasm and involvement among the employees can reduce the
personnel turnover and absenteeism(Quinlan, C and.et.al.,2019).
After reading a bit about Unilever, I found that in order to enhance the employee's
enthusiasm and engagement, Unilever employs a flexibility model called Atkinson model where
they incorporate some degree of flexibility to overcome the competitive pressure and meet the never
ending business needs. They divide the workers into primary and secondary where former includes
the part-time and contractual workers and later includes full-time workers. Line manager of
Unilever needs to understand the importance of this flexibility to gain the competitive advantage.
Without knowing its significance the line manager would not be able to integrate the
functions of different department and utilize the human resources. Line manager is responsible for
managing the operations of the business thus it is extremely necessary for them to have a look on
the organizational performance and employee engagement which in turn will help them to
communicate with the employees and have a understanding of mission, vision. In my opinion, The
line manager of Unilever is highly involved in increasing the motivation of its employees.
Q2.Skills of good line manager
As a good line manager it very necessary for me to show my best side to employees. I have
to show empathy, helpfulness and friendly nature with employees. I also have some qualities in me
for understanding the nature and problem of individual. As a good line manager I have to
communicate all the information of company to their as in simple and understanding way and may
have to focus if there any problem than I have to solve this problem by understanding them in their
own language. I also create focus upon the activity of each and every person in company, I should
give training to employees for make them more efficient in job. As a line manager I also create a
good relationship with employees for achieving their trust on me. I have to show empathy with them
for better understand them and solve the problem of them for improving the quality of employees. I
am also responsible for coaching, organising and managing them(Fei, J. ed., 2018).
In UNILEVER company, manager has a strong attitude and attractive personality which
represent the strong bond with their employees. As a line manager I have also shown emotional
bond with my employees for getting familiar with them and for understand their emotional
problems. If I show understandability with my employees they are directly come to me for share
their problem in job and they don't feel any kind of hesitations. I give them SMART goal for know
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about their efficiency in work by a specific project. I can motivate them by providing monitory or
non-monitory benefits. By providing them these kinds of benefits and incentives they feel
motivated. T heir efforts and productivity in job can improve their performance(Chmiel, N., Fraccaroli
and Sverke 2017).
In UNILEVER company, they use employees appraisal strategies for enhancing the
performance of individual. I can also use employees appraisal strategies for improving their
performance and give the feedback about performance. I can use these strategies as per quarterly
bases. I am also able to use strategy of reward and appreciation for improving performance of
employees in organization. If I give them opportunity to earn rewards for their performance, it not
only motivated individual performance but also enhance each and every person quality of work. The
another main feature which create great impact of employees performance is healthy and
harmonious environment of firm. In UNILEVER, they are provide healthy work culture for
increasing the productivity. As a line manager I can also use same thing in company, for enhancing
employees performance(Weinstein, S. and Barden 2017).
Q3. Why line managers need to be positive about diversity in the current global business
environment?
As a line manager I need to keep a track of all round development of the company. A
company need to be diverse as diversity is now a global Problem in the countries. A diverse
organisation will be more efficient in its working, as a line manager I need to keep a record of all the
people working in the organisation must not be discriminated, as diversity is a key success of every
industry. A diverse organization will be more empowered, the quality of ideas will be more there
will be a widespread of ideas from every aspect. As a new generation is more diverse and thinks
with a broad prospective their way of thinking is far better than any other. Diversity is important
aspect in every organisation(Bardoel, E.A., 2016). As the views and ideas gets exchanged the institute
get flourished and enhancement in the creativity takes place. If I will be diverse with my employee
of the firm the company will lead to innovation as many of the ideas will get exchanged from
gender to gender, religion to religion, the ideas of many age groups will evolve and a new approach
to the problems can be found out. Working in a diverse group will help individual to grow his skills
and help to evolve. For a business to flourish there needs different types of perspectives which can
bring a unique solution for the development of organization.
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In a company there must not be any discrimination based on caste, creed, colour or sex. The
problem solving strategy flourishes with the diverse organization. If the organization is diverse a
manager will have to take a less responsibility as his workers are more active in a group. There will
be a feasible working environment if suggestions of everyone is put into practice. If I will be
positive the workers working under me will have a positive approach in the firm. This will bring a
less of conflicts, criticism, attitude towards others will be different. This approach can give a
sustainable workplace to the lower caste workers. If there will be discrimination many of the assets
as a worker will be lost. Women workers must get an equal opportunity as of men. This all will lead
to a fair working environment for one and all and provide a sustainable environment for workers(De
Stefano, F., Bagdadli and Camuffo 2018).
Effective skills of people is very important for solving the problem of a company. There are
some important points like good communications skills is necessary for every organization. With the
help of communication skills, maintain transparency in informations and messages. By the good
communications' strategy in company all the provided informations is clear. The another main
effective skill of people is flexibility, at the work-place if people show flexibility in work it can also
reduce problem of organizations. Because sometimes flexibility in shifting or in extra working hours
can reduce the work load of other employees and also maintain the productivity of firm.
Q4.Self-Evaluation : People Management
Businesses operate in a dynamic environment which has a direct impact on employee's
productivity. Like all the masses, I would also love the environment who not only value their
employees but the personnel are enthusiastic to work toward the goals. I would appreciate the work
culture which is team centred and allow each and every employee to showcase their talents. Besides
this, physical environment also matters for me where the workplace should be clean and tidy and
have proper facilities. The leaders and the top management should be supportive enough to help me
overcome the hurdles and provide me the career path to grow myself in the future. Unilever is the
company whose business environment has influenced me to a great extent and I desire to work in
this company in United kingdom(Carley, M. and Christie 2017). This is one of the leading company
whose culture has compelled me to become a part of its strategies and exhibit my skills and
knowledge. Being a market leader in innovation and creativity, It has forced me to flaunt my
innovative skills across the entire world.
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When it comes to managing and dealing with the people, I have the ability to effectively
handle and communicate with different kinds of individuals thus I would be able to manage the
employees of Unilever efficiently(Mishra, D. and.et.al., 2018). I have all the qualities of a leader an
employee would want and according to me I have democratic leadership style in me as I consider
the opinion of each individual and gives the freedom to present their views. Based on their
suggestions, I make the final call. Honesty and commitment are the two main pillars of Unilever and
I have the potential to go beyond my superior's expectation. I am always honest towards the people
and organizational success and apart from this, I have a great level of commitment that when I
commit to do something, I make sure that it gets done on or before time. These all qualities go a
long way in managing the people. One more quality that an employee must have is communicating
effectively with the team member to achieve the objectives and goals. I have a great communication
skills through which I can take the Unilever on the milestone and would be able to keep the
employees and colleagues motivated and enthusiastic. I am able to inspire my followers and staff by
showing empathy with them.
Q5.Introduction
Organisational culture may force management to play the role of disciplinarian to police and
correct employee behaviour. A manager in a disciplinarian role may have a difficult time
establishing interpersonal relationships with the other employees because the workers see manager
as an authority first and a co-worker a distant second. The impact of Organisational culture on the
management style is in such a way that it should have regular interaction with the employees and
giving the work of their interest which allows the management to build better working relationships
with the employees while still supervising their performance and reporting to the company owners.
The management's role of within an organisational culture may require her to reward the employees
who properly display the company's desired qualities. Rewarding can take the form of simple praise
or may include higher grades on performance reviews, which can lead to promotions and higher
rates of pay. Regardless of the organisational structure, the management must serve as the model of
that culture for the employees to emulate. For example: If a small organisation owner wishing to see
more employee teamwork, he must have a manager who will work directly with the employees and
foster a team atmosphere(Chang, J.F., 2016). Management style of the organisation should be
versatile enough and should be easily adaptable to changes as the culture of an organisation may
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shift accordingly over time. Therefore, the quicker a manager he can easily illustrate the proper
desired model of the organisation's culture, the faster employees will adopt it(Namada, J.M., 2018).
Communication Skills:
There are some best practices which can help increase in honest and effective communication is the
organisation:
 Strategic communication internal plan is the lifeblood of every company which also helps in
employee engagement.
 If there is Consistent two way communication in the organisation across all levels of the
enterprise will help in carrying information from top to bottom and vice versa which will
reduce ambiguity in messages and inaccuracies.
 It is important for managers to remove the fear of repurcussion so that employees can voice
their opinions without fear of how their honesty will affect their position and create a sense
of belongingness in the company thereby increasing employee engagement.
Emotional Intelligence:
Emotional Intelligence is the crucial social lubricant which provides the capacity to settle the
disputes well, brainstorm creatively and work harmoniously. Emotional Intelligence is a strategy
which can be used by the leaders for engaging employment. Employers in the organisation should
have various traits such as competency in empathy, coach and mentor, teamwork, inspirational
leadership which will help in enhancing the emotional climate in the organisation and also creating a
sense of safety and belongingness in the minds of employee towards the organisation(Elo, M., 2017).
Performance management practices should be adopted by the organisation which helps in boosting
the outcomes, by giving the employees the information and resources necessary to do their work
well, offering recognition for their good work and valuing employee input will help in long term
employee engagement.
Q6.Importance of employee well-being, collaboration/team building, change and conflicts
management
Employees well-being program is important for improving employees healthy behaviours in
company. If organization provide healthy environment it also reduces the health care cost of
peoples. They feel happy and motivated, that may reduce stress level of individual.
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Team work or collaborations at company is help full for know about each others and learn
form every persons of team. By these problems of firm can easily solve because every one have
different opinion about problem. Collaborations also represent barrier solving attitude in company.
Change management is very important for organization. Because every company accept new
techniques, policies and strategies for growth of company. Change is very required in company for
learning the new concepts and for long time survival in market.
Conflict management is also follow by the organization for solving the problems of
employees and employers at work-place. By these, company can reduce fight of workers. It can be
helpful for maintaining healthy and friendly work environment in firm(Miller, D.W., Ngunjiri and
LoRusso 2017).
Negative impact
Conflict management create negative impact of the employees of an organization. It can
directly or indirectly reduce the work capacity of employees. By the conflicts in company
employees are also not able to trust each others. It also creates negative impact on quality of
products and services of employee.
By the change in organization can create directly impact on employees' performance because
they are not willingly to accept these change. It may cause high level of stress among the
employees, unhappy team and also they lost trust upon the firm. By the new change in firm
employees unconfident about their work and always resist to change.
Team working and collaboration are also create negative impact on employee's engagement.
Because by these all employees are not equally treated and they feel some partiality in team. In team
the exact productivity and the creativity of employees are also not properly show.
Good people management skills is very important for maintaining employees engagement and
performance level of employee's. By having the right management skills employees tend to remain
committed to the organization and contributes towards the goals and objectives. Good skills of
management can also lead to create enthusiasm of employee's and they also feel confident and
valued in the organization(Boateng, H., Okoe and Mensah 2017).
Q7 line manager reaction in diversity learning
Positive impact of diversity:
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Diversity in an organization can be good in a sense that everyone in an organisation will get
an equal opportunity to perform the task. Diversity can bring up gradation in the organisation, when
while working in a group it gives different opinions and an open approach to the problem solving.
While working in a group it gives an open approach to the co-workers to put on their views on the
topic. Diversity can help individual to grow with skills in the organisation. Their attitude and
thinking towards the work enhances while working in a diverse group. A diverse work group can
increase the productivity of the firm as many of the ideas collaborate with each other. The creativity
of the group as well as of individual also increases(Frolova, O., Kopytova and Matys 2018).
Negative impact of diversity:
Diversity in an organization can be harmful as well, as most of the workers wont agree for a
common cause, no majority can leads to conflicts between co-workers. In a teamwork your
appreciation can be taken by others which brings out rivalry between co-workers. Someones blame
can be imposed on other which leads to unhealthy environment in the firm. Miscommunication may
leads to unhealthy productivity of the firm, which moreover results in waste of time and money.
This creates unhealthy environment in the firm. Diversity can ruin someones healthy living, it can
also lead to physical violence between co-workers. There is always a rivalry to come on top between
co-workers(Uhbiyati, N., 2015).
Q8. Recommendation
By these recommendations senior manager can easily convince line manager for effective
people management and improve competitive advantage.
For attracting and development of top talent in company is very necessary for line manager to focus
upon what are matters for the candidates and what are the basic needs of them. By providing them
good amount of payment for their services, line managers can attract towards the organization and
also developed quality of work life. Manager by clear and good communication skills are make
great impact on the employee's performance. For attracting and developing top talent in firm manger
can use award and reward system for motivating employee's of company.
Manger can also reduce the employee's absenteeism, turnover and retaining by providing
them proper training, timely feedback and by appreciations for their performances. Most of
company think that reasons behind absenteeism and retaining is not getting actual pay for their
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services, but there are many reasons available in organization for these conditions. Line manager
can also reduce absenteeism in company by feel their employee's or workers valued in firm. This
situation may also improve by give them some responsibility and show trust on them. By providing
them some leaves and rest hours are also very helpful for reducing absenteeism in firm. For the
reducing turnover in company it is very essential for manger to hire right people at right place. For
increasing turnover of firm is important to provide right amount of compensation to candidates
because if employees feel motivated and satisfy then, it works effortlessly and effectively for
organization. Line manager also have to create these types of rules and norms for company and for
employee's which are not make any kind of impact the religion and belief of individual. By these
norms and policies not create any kind of diversity in work-place(Rook, L., 2015).
CONCLUSION
Above study shows the qualities of line manager in organization. By these study line
manager with good qualities can improve the performance and employee's engagement in company.
Above study is helpful for creating good working environment in company and how a line mangers
create rules and policies for managing diversity in organization. By these study organization can
reduce the absenteeism of workers of company, and motivated them by providing training, good
compensation, satisfy the needs of employees and reward management. These study also create an
impact on emotional level of employee's, use emotional intelligence concept for solve their mental
and emotional problems by line managers. Above study also includes the negative and positive
qualities of line managers which may retain employee's in company and attract them towards the
organization. By these study manger create new rules and norms which are as per the belief, values
and culture of the workers. It may not impact any worker at company premises.
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REFERENCES
Books and Journals
Maylor, H., Blackmon and Huemann 2016. Researching business and management. Macmillan International
Higher Education.
Rook, L., 2015. Work-integrated learning programs in human resource management.
Uhbiyati, N., 2015. A competency-based model of the human resource development management of ustadz
at salaf boarding school. International Journal of Educational Management, 29(5).pp.695-708.
Frolova, O., Kopytova and Matys 2018. Evaluation of the working life quality as a part of the human
resources management system of a modern enterprise. In MATEC Web of Conferences (Vol. 170, p.
01064). EDP Sciences.
Boateng, H., Okoe and Mensah 2017. The relationship between human resource practices and knowledge
sharing in service firms. Business Information Review, 34(2).pp.74-80.
Miller, D.W., Ngunjiri and LoRusso 2017. Human resources perceptions of corporate chaplains: enhancing
positive organizational culture. Journal of Management, Spirituality & Religion, 14(3).pp.196-215.
Elo, M., 2017. Contemporary labour diaspora: The Finnish challenges for migration and human resource
flows. Immigrants and the labour markets, experiences from abroad and Finland. Turku: Migration
Institute of Finland.
Chang, J.F., 2016. Business process management systems: strategy and implementation. Auerbach
Publications.
Mishra, D. and.et.al., 2018. Organizational capabilities that enable big data and predictive analytics diffusion
and organizational performance: a resource-based perspective. Management Decision.
De Stefano, F., Bagdadli and Camuffo 2018. The HR role in corporate social responsibility and sustainability:
A boundary‐shifting literature review. Human Resource Management, 57(2).pp.549-566.
Bardoel, E.A., 2016. Work–life management tensions in multinational enterprises (MNEs). The International
Journal of Human Resource Management, 27(15).pp.1681-1709.
Weinstein, S. and Barden 2017. The complete guide to fundraising management. John Wiley & Sons.
Quinlan, C and.et.al.,2019. Business research methods. South Western Cengage.
Fei, J. ed., 2018. Managing Human Resources in the Shipping Industry. Routledge.
Chmiel, N., Fraccaroli and Sverke 2017. An introduction to work and organizational psychology: An
international perspective. John Wiley & Sons.
Namada, J.M., 2018. Organizational learning and competitive advantage. In Handbook of Research on
Knowledge Management for Contemporary Business Environments (pp. 86-104). IGI Global.
Carley, M. and Christie 2017. Managing sustainable development. Routledge.
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Books and Journals
Maylor, H., Blackmon and Huemann 2016. Researching business and management. Macmillan International
Higher Education.
Rook, L., 2015. Work-integrated learning programs in human resource management.
Uhbiyati, N., 2015. A competency-based model of the human resource development management of ustadz
at salaf boarding school. International Journal of Educational Management, 29(5).pp.695-708.
Frolova, O., Kopytova and Matys 2018. Evaluation of the working life quality as a part of the human
resources management system of a modern enterprise. In MATEC Web of Conferences (Vol. 170, p. 01064).
EDP Sciences.
Boateng, H., Okoe and Mensah 2017. The relationship between human resource practices and knowledge
sharing in service firms. Business Information Review, 34(2).pp.74-80.
Miller, D.W., Ngunjiri and LoRusso 2017. Human resources perceptions of corporate chaplains: enhancing
positive organizational culture. Journal of Management, Spirituality & Religion, 14(3).pp.196-215.
Elo, M., 2017. Contemporary labour diaspora: The Finnish challenges for migration and human resource
flows. Immigrants and the labour markets, experiences from abroad and Finland. Turku: Migration Institute of
Finland.
Chang, J.F., 2016. Business process management systems: strategy and implementation. Auerbach
Publications.
Mishra, D. and.et.al., 2018. Organizational capabilities that enable big data and predictive analytics diffusion
and organizational performance: a resource-based perspective. Management Decision.
De Stefano, F., Bagdadli and Camuffo 2018. The HR role in corporate social responsibility and sustainability:
A boundary‐shifting literature review. Human Resource Management, 57(2).pp.549-566.
Bardoel, E.A., 2016. Work–life management tensions in multinational enterprises (MNEs). The International
Journal of Human Resource Management, 27(15).pp.1681-1709.
Weinstein, S. and Barden 2017. The complete guide to fundraising management. John Wiley & Sons.
Quinlan, C and.et.al.,2019. Business research methods. South Western Cengage.
Fei, J. ed., 2018. Managing Human Resources in the Shipping Industry. Routledge.
Chmiel, N., Fraccaroli and Sverke 2017. An introduction to work and organizational psychology: An
international perspective. John Wiley & Sons.
Namada, J.M., 2018. Organizational learning and competitive advantage. In Handbook of Research on
Knowledge Management for Contemporary Business Environments (pp. 86-104). IGI Global.
Carley, M. and Christie 2017. Managing sustainable development. Routledge.
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