Analysis of HRM Practices at Unilever: A Comprehensive Report

This report provides a comprehensive overview of Human Resource Management (HRM) practices at Unilever. It begins with an introduction to HRM and its significance for organizational success, emphasizing recruitment and employee selection. The report then delves into specific HRM practices within the context of Unilever, including the importance of government legislation such as the Equality Act and Human Rights Act. It also explores company policies, job advertisements, job specifications, and job descriptions. The report further examines the process of creating structured interviews, including question preparation, eligibility analysis, and candidate verification. The impact of technology on recruitment and selection is discussed, highlighting the use of digital platforms and social networking. The report concludes by summarizing the key findings and emphasizing the importance of effective HRM practices for achieving organizational goals. The provided references offer additional resources for further study. This document is contributed by a student to be published on the website Desklib. Desklib is a platform which provides all the necessary AI based study tools for students.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 4............................................................................................................................................1
P7 HRM practices in work associated context.......................................................................1
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is an important aspect that assists in growth and success of
company. Its major aim is recruit employees and select them for appropriate position at
workplace. This selection is based on skills and knowledge of an individual. In the present
assignment, chosen organisation is Unilever Plc which is a transnational firm of consumer goods.
It is established in 1930 and headquartered in London, United Kingdom. The report includes
various purposes and functions of HRM as well as benefits of its practices to employer and
employee. It also includes effectiveness of these practices in terms of profits and productivity.
Apart from this, significance of good employee relation is defined in this project (Heikkilä and
Smale, 2011).
TASK 4
P7 HRM practices in work associated context
For accomplishing all targets in limited period of time the it is a responsibility of human
resource department that it should appoint talented and skilled candidates so that new worker
could do their task in efficient manner. In context of this there is a vacant position in Unilever
organisation and name of post is Human Resource Assistant Manager. It is a duty of HR senior
leader that a most suitable candidate should be hired who must be eligible in conducting all
allotted task with highest efficiency and adequacy.
Government legislations: There are laws and act which are framed by regulatory bodies
to protect and safeguard rights of employees. It is essential that employer of Unilever follow and
consider government legislations while executing HRM practices. These are various laws which
are described beneath:
Equality act, 2010: This enactment defines framework which is constituted by
government with aim of removing discrimination. It is employer responsibility to give adequate
facilities and treatment to members. This act comprises various other regulations that are equal
pay, sex discrimination and many other which state that management should provide duties and
compensation to employees in according to their performance and outcomes (Kaufman and
Miller, 2011).
Human Rights Act, 1998: This is another act which was propounded in 2007 by
commissions of Equal opportunities, Disability rights and Racial Equality. This legislation
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specifies that age, gender, region, caste and various other background aspects required to be
neglected by employer at time of distributing tasks.
Fixed term employees Regulations, 2002: This legislation defines that management
should give adequate working environment and facilities to subordinates which are permanent in
job. It is necessary that Unilever have skilled staff which deliver quality products and quick
services to customers. For this, administration frame policies and framework to provide
appropriate conditions and duties to employees.
Company polices: Management of each and every organisation formulate rules and
regulations to make employees perform tasks within defined framework and bring discipline in
system. Along this, top personnel even outline responsibilities of employer and staff to direct
them and make them perform activities effectively. Thus, companies policies are designed by
administration to protect rights and interests of subordinates and manager (Kim and Bae, 2017).
Designing and placing job advertisement: Employer create attractive and adequate
advertisement which comprises appropriate information about company, job title, roles,
responsibilities, location, salary and various other essential data to attract candidates to apply for
post in according to their capabilities and knowledge. Newspaper, magazine, online platforms,
etc. are various sources which are used by management of Unilever to place and advertise
information about vacant positions. Thus, this help company to invite applicants and conduct
staffing process to select best individual.
Job Specification: It is an official document that involves all the information regarding duties
and responsibilities that should be performed by a candidate in their job profile.
JOB SPECIFICATION
Organisation: Unilever Plc
Job title: Assistant Human resource manager
Qualification:- MBA or PGDM in human resource management
Essential Criteria:
 Ensure coordination & cooperation among team members
 Adequate knowledge of skill and theories of management
 Have ability to handle all the difficult or complex situation in proper manner
Desirable Criteria:
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 Require 4 years of experience
 Good personality & physique
Job description:- It is a document which contains all the data and information regarding job
profile & further administer the description of responsibilities and duties performed by an
individual during performing job (Lamba and Choudhary, 2013).
JOB DESCRIPTION
Organisation:- Unilever Plc.
Department: Assistant Human resource division
Job Title:- Assistant Human resource administrator
Job location: United Kingdom
Job summary
Organization is looking for an individual who is able and posses all the qualities required for
HR & have knowledge about all the management theories and concepts in order to efficaciously
communicate with employees.
Role:-
Maintaining ethical practices & harmony
Conducting training & development programmes
Compliance of rules & regulations
CV:
CURRICULUM VITAE
Curriculum Vitae
Name:- xyz
Address:- 28rd street, West-side lane, UK
Phone No:- 66378494966
Profile summary:-
Require an MBA professional who have done specialization in HR and having an experience of
4 years for becoming the part of this organisation.
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Specialisation:
 Recruitment & training procedures Decent management in case of conflicts & disputes
Educational Qualification:-
 BCA MBA
Declaration:
I hereby declare that all the information provided is true and best in my knowledge.
Date:
Place:
Creation of Structured Interview: It is must for HR manager that he should prepare
some notes regarding important points and notes so that good quality interview could be
arranged. When a candidate is selected through a systematic manner than chances of any flaw get
reduced automatically and recruitment and selection programs becomes successful. There are
some steps that would be consider and follow in order to appoint eligible candidate ad these
stages are stated as beneath (Mullins, Brandes and Dharwadkar, 2016):
 Preparation of effective questions to avoid any errors: Proper questionnaire should be
prepared which employer could asked to probable candidates. This questionnaire should
be structured so that by asking one by one questions, superior could analyse skills and
virtue of personnel in appropriate manner and this action will further lead corporation in
hiring best person in minimum cost of Unilever company.
 Analysis of Eligibility and Capability: A structured interview should possess some
elements that must be able in analysing talents and virtues of personnel who came for
interview person and wants job in Unilever company. If capabilities of interviewee is
studied properly then decision making would go easier and efficient (Purser and et. al.,
2012).
 Fulfilment of required skills for particular position: If eligibility criteria is set and is been
clearly analysed then human resource manager would be able in making selection over a
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candidate that can work without taking any training and development program and this
type of behaviour will deducts cost of employment for Unilever company.
 Verification: When above stages are finished then identity of most suitable person will be
verified by regulatory authority and top management of company.
 Evaluation of Personality: Company sets some criteria over personality of a person that
corporation wants in their future employee and also judge this factor among all
candidates that are come for interview purpose and human resource manager also short
listed those personnel who are possessing required traits in his/her personality.
Selection: This is important aspect which defines that management conducts interview,
test, physical examination to acknowledge mental and health capabilities of candidates. This help
employer to select best applicant which have appropriate skills and knowledge to perform
activities effectively.
Short-listing and processing applicants: Interview, group discussion, test are various
activities that are conducted by employer to acknowledge skills and knowledge of candidates,
thereby select best applicant. Thus, management shortlist individual and send offer letter to give
them information about their selection.
Essentials of Offer Letter: There are some important factors that are be comprised
following components description of firm, joining date, salary, working hours, job profile and
other essential to applicant (Vermeeren, Kuipersand Steijn,2014).
Evaluation: This is a last step of examining overall procedure of recruitment and
selection that HR manager does in order to recognise efficiency of recruitment program. At last it
is clear that all steps should be managed in proper manner so that best candidate could be select
who should be able in enhancing productivity level without sabotaging quality of product and
services.
Impact of technology: With advancements in technologies that is internet and computer
helps management to maintain record of applicants and advertise information about vacancies to
attract large number of people.
Improve recruitment and selection process: Employer uses digital marketing techniques
which help them to construct strong brand value and reputation in market. Computer technology
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is appropriate tool which benefits management to have record of members and candidates which
have applied in firm. Along this, they even are able to maintain online websites and use social
networking sites to inform people about vacancies and grab attention of large number of
individuals.
Use of online resources: These are various methods which are used by employer of
Unilever which are as follows:
Digital platform: This aspect comprises use of software and hardware to communicate
information to public about positions that are vacant. Employer constitute website of company
and uses digital marketing tools to establish appropriate image and position in market.
Social networking: This is essential tactic used by management to conduct staffing
process to increase manpower and recruit new talent in firm. Facebook, Twitter, Quora,
Instagram are various techniques which are used by administration of Unilever to attract large
number of people and make them apply for job in according to their skills and knowledge.
CONCLUSION
As per the above mentioned report, it has been concluded that human resource
management is a significant aspect that is related to recruiting and hiring of employees. There are
various advantages and disadvantages of this process which management needs to be considered
at the time of conducting recruitment process. Application of various human resource
management practices assists in increasing profits and productivity of firm. A good relation
should be maintained between employer and employee as it assists management in taking
effective decisions. Various legislations should be implemented related to employment in order
to preserve interest of both employer and employee.
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REFERENCES
Books & Journals
Heikkilä, J. P. and Smale, A., 2011. The effects of ‘language standardization’on the acceptance
and use of e-HRM systems in foreign subsidiaries. Journal of World Business. 46(3).
pp.305-313.
Kaufman, B. E. and Miller, B. I., 2011. The firm's choice of HRM practices: Economics meets
strategic human resource management. ILR Review. 64(3). pp.526-557.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor & Francis.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology. 2(4).
pp.407-423.
Mullins, F., Brandes, P. and Dharwadkar, R., 2016. To thine shareholders be true? Linking large
corporate ownership to firms’ use of commitment human resource practices. Human
Resource Management. 55(4). pp.567-589.
Purser and et. al., 2012. Short-term memory, executive control, and children’s route learning.
Journal of experimental child psychology. 113(2). pp.273-285.
Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference?
Linking HRM, job satisfaction, and organizational performance. Review of Public
Personnel Administration. 34(2). pp.174-195.
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