HRM3007 Report: HR Policies, Strategies, and Practices at Unilever

This report provides a comprehensive overview of Unilever's human resource management practices. It delves into various HR policies, including recruitment and selection, training and development, attendance and remote work, performance evaluation, health and safety, and compensation and benefits. The report examines the significance of these practices in maintaining a good working environment, enhancing employee skills, and achieving organizational goals. It also explores the drivers, enablers, barriers, and blockages related to the development and implementation of different HR strategies. Furthermore, the report identifies and selects appropriate strategies and HR practices that Unilever can employ to attain its goals, such as aligning the mission and vision, fostering a strong organizational culture, providing employee training, and measuring employee productivity. The report emphasizes the importance of employee development and adapting to the changing needs of the workforce.

Hrm3007

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK ..............................................................................................................................................3
Human resource policies, processes and practices......................................................................3
Drivers, enablers, barriers and blockages in relation to the development and implementation
of different HR strategies............................................................................................................3
Identify and select appropriate strategies and HR Practices of organisation to attain the goals.3
CONCLUSION ...............................................................................................................................3
REFERNCES:..................................................................................................................................5
Books and Journals:....................................................................................................................5

INTRODUCTION
Human resource management is one of the vital functions that help to take care of the
employees that are working in the organisation. Employees are the assets for the company and it
is prominent to know about the employees and motivate them so that they are able to work
effectively (Guest, 2017). Unilever is a multinational organisation that deals in consumer goods.
They are largest producer of soap in the world. There are around 155000 employees of the
company. There is discussion related to the important practices of Human Resource and their
importance in the company. As it is vital to retain the employees that are talented so that it helps
in success of the organisation. Along with that there are drivers as well as barriers of the various
practices. In the end there is discussion related to the strategies that will be beneficial for the
company.
MAIN BODY
TASK
Human resource policies, processes and practices
It is important to note that there are various policies and practices that help the HR
department of the organisation. It helps to manage the talented employees in the organisation.
There are numerous policies, processes and practices that are available and followed by the
different organisations. The practices that are followed in Unilever are as follows:
Recruitment and selection Policy
Recruitment is the process of attracting the desired candidates for the job. It helps to fill
the vacancy by attracting candidates that are in need for job and have desired skills. In relation to
Unilever the company advertises and post on digital platforms so that desired candidates come to
know about the job vacancy (Luu, 2018). At the same time it is important to select the right
candidate for the job. It is important and vital to select right candidate. For which Unilever has
various stages such as aptitude test, personal interview, reference check. So that the right
candidate is selected for the job.
Significance
It helps to main tin good working environment in the organisation. At the same time it helps to
achieve the goals and objectives in an effective manner. The best candidates are selected for the
company ad that helps to enhance productivity of the company.

Training and development
It is important to provide training and development to the employees on regular basis. It
helps to take care of all the employees and their performance. No person has all the skills and
capacities there is requirement to provide them proper training and development for the field
they will work. Along with that regular training related to intellectual skills is also important and
given on regular basis to the employees of the organisation.
Significance
It helps to enhance the skills and knowledge of the employees. That in turn benefits the
company as the employees are able to perform effectively in the organisation (Murthy
Narayanan and Yadagiri, 2018). The talented staff helps to complete the work in an effective
manner and achieve the goals and objectives of a company. They help the company to gain
competitive advantage for the company.
Attendance and remote work policy
It is important to take care of the attendance of the employees,. There is system of punch
in and punch out that is available to the employees of Unilever. It helps them to mark their
attendance and there are no issues at the time of salary and giving payments.
Significance
It helps to keep record of employees and provide them payment for which they are
eligible. It is significant for the organisation as it helps to keep record of employees and heir
punctuality. It is helpful to give salary to the employees.
Performance evaluation and promotion policy
It is one of the important policy that is followed by HR of the organisation. As it becomes
vital to monitor the performance of the employees and at the same time provide them incentive
and bonus according to their performance (LOGOFĂTU, COSMAN and CERNĂTESCU,
2019). It is seen that Unilever uses 360 degree appraisal to keep track on the performance of the
employees. It helps them to know their real position and evaluate the of need training. Each and
every organisation wants to know and should monitor the performance of their employees.
Significance

It is important to motivate the employees and it also help to know about where they stand
in the organisation. It will help to know the strengths and weakness of employees so that they
can perform effectively in the organisation.
Health and safety policy
It is one of the vital policy that needs to be maintained by the company. It is vital for
every organisation to take care of safety and security of the employees. This will help them to
keep the employees work long in the company. It is seen that Unilever abides all the laws related
to safety and security of the employees that are working in the company.
Significance
It is helpful for the organisation as it helps to take care of the employees. It shows that
employees are given value in the company and that motivates employees and helps to retain
them the company. It also helps to establish strong image in the company.
Compensation and benefits
It is important and well known fact that the employees want to know about the money
that they will get in return of the services that they are giving (Prieto, Mathur-Helm and Dawson,
2018). In relation to Unilever they take care that each and every person gets right amount of
money they deserve. It is seen that the employees if they work extra are given extra befits for the
work done by them. The employees are given benefits such as medical benefits, bonuses,
wellness programs, allowances, and so on.
Significance
It keeps the employees motived and they work for the company. At the same time it helps to
retain the employees in the organisation and let them work with full efforts. It is important to
create a good image of the organisation in the market.
It is seen that these policies and procedures are advantageous for the company. They help
to motivate the employees and take care of the performance of the employees of the company. It
helps to take care of the employees and enhance their performance so that they can be given
training and development and their performance in being evaluated. It is also seen that by
monitoring the performance of employees that company is able to achieve goals and objectives
successfully.

Drivers, enablers, barriers and blockages in relation to the development and implementation of
different HR strategies.
It is vital for a business organisation to take care and know about the policies and
practices that are present in the organisation. It is duty of HR department to know about these
policies and implement them in an effective manner. It is seen that there are both barriers in that
path as well as enablers that support in implementation of HR strategies. The drivers and
enablers are discussed. It is vital to note that there is a process that needs to be followed by the
organisation in order to successfully implement the formulated strategies (Lee, Batt and
Moynihan, 2019). It is seen that first of all the enabler and driver is planning. It is seen that in
Unilever there is proper planning related to formulation and implementation of strategies. At the
same time it is also important to evaluate the performance of the employees and then formulate
strategies for the benefit of the company as well as the employees working in the company. The
top management has to various efforts and motivate the employees in such a manner that helps to
understand the policies and use them for the success of the company. It is seen that being
committed to strategy so that they goals and objectives are achieved. Another important driver is
that of being positive as it will help them to work effectively and implement the strategy. The
employees should be asked question and if the re facing any issue than that must be solved
within time. As it will also help to enhance the performance and they will help in successful
implementation of the policy.
The barriers and blockages in the implementation must be known by the management of
the organisation as it is important to overcome the challenges by formulation of strategies. It is
seen that if the external factors are not properly analysed and there are changes in the cultural
and environmental factor (Torres and Statti, 2021). Along with this another point is that the
company is unable to understand the strategic needs of the business and its employees. It is seen
that the company should know and analyse the requirements of the employees and try to
formulate strategies in that manner. Also the barrier is to gain understanding in relation to the
employees. If the organisation is unable to provide training to the employees. If the organisation
is unable to make proper training to the employees than also thy will not be able to implement
the strategy. Along with that lack of resources is another reason that hindrance the
implementation of the strategies that are important for the company. Along with that there is
need to use innovative ideas and use them so as to implement the strategy in a successful

manner. It is also seen that the company that is unable to know about the needs and demands of
the employees re also barrier for the company. There is lack of skills and that also causes
problem in implementation of the policies and procedures for the company.
Identify and select appropriate strategies and HR Practices of organisation to attain the goals
It is vital to take care of the strategies that will help the organisation achieve goals and
objectives. Strategies will help them to accomplish the goals and objectives in a successful
manner (Lee and Kim, 2017). It is essential for the company to formulate strategies that will help
the company to grow. The following strategies that re formulated by Unilever are discussed
below:
Align the mission and vision of the organisation: It is seen that in Unilever to take care about the
mission and vision of the organisation. It is important to let the employees know about the
organisation's goals and objectives. This will help in accomplishment of goals and objectives of
the company.
It is also important to take care of the culture of the organisation. It is essential to formulate
strategies that will benefit the organisation. If the company will work as per the culture then it
will benefit the company in keeping track on the organisation and then achieving all the
strategies.
It is seen that the employees should be told about the importance of these strategies as they help
to achieve goals and objectives. In relation to Unilever they provide training to the employees so
that they are motivated to work and this will benefit the company. If the right training is imparted
to the employees then it will be beneficial for the company so that the company is able achieve
goals and objectives.
Along with that it is also suggested that the company is able to measure the overall productivity
of the employees (Dello Russo, Mascia and Morandi, 2018). So that there is no confusion and
the real capacities of the employees is checked and evaluated. KPI should be set so that the
employees are able to work to accomplish them and achieve success.
The company should also focus on employee development as that is must for success of the
organisation. It is seen that the company should regularly take test and provide development to
the employees. As that has impact on the performance of the employees. Also it helps them to
achieve the goals and objectives in a faster manner.

Conflict management is another important strategy that can benefit the company and the
employees working (Stone, 2017). It is seen that if the problems of the employees addresses
effectively then they are able to achieve goals and objectives successfully.
It is seen that company is able to manage the employees and retain them as it will help them
to work effectively. It is seen that the company will be able to achieve goals and objectives in an
effective manner so that they are able to work effectively. It is vital to note that above strategies
will be beneficial for the organisation. The proper training and motivation will help them to work
effectively. It is seen that HR these strategies will help to work effectively and achieve goals and
objectives in an effective manner. If a company and its HR follow these strategies then they will
be able to accomplish goals and objectives in a successful manner.
CONCLUSION
In this report there is discussion related to human resource management and its
contribution to the organisation. It is vital to take care and motivate the employees as it helps to
retain the talented employees in the organisation. There are discussion related to the practices
and policies of Human Resource Management and its significance in the company. It is
important to note that the company should know about the barriers that come in path and know
about the drivers that help them to perform effectively. There are strategies formulated that help
to achieve goals and objective of the company effectively.

REFERNCES:
Books and Journals:
Dello Russo, S., Mascia, D. and Morandi, F., 2018. Individual perceptions of HR practices,
HRM strength and appropriateness of care: a meso, multilevel approach. The
International Journal of Human Resource Management, 29(2), pp.286-310.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal, 27(1), pp.22-38.
Lee, J.E., Batt, R. and Moynihan, L.M., 2019. Strategic dilemmas: How managers use HR
practices to meet multiple goals. British Journal of Industrial Relations, 57(3), pp.513-
539.
Lee, M. and Kim, H., 2017. Exploring the organizational culture’s moderating role of effects of
Corporate Social Responsibility (CSR) on firm performance: Focused on corporate
contributions in Korea. Sustainability, 9(10), p.1883.
LOGOFĂTU, M., COSMAN, A. and CERNĂTESCU, E.C., 2019. TRENDS IN HR
STRUCTURE OF EDUCATION SYSTEM IN ROMANIA BY RESIDENCE
AREA. Annals of'Constantin Brancusi'University of Targu-Jiu. Economy Series, (6).
Luu, T.T., 2018. Engaging employees with disabilities in Vietnamese business context: The roles
of disability inclusive HR practices and mediation and moderation
mechanisms. Employee Relations.
Murthy, L.V.S.N., Narayanan, S. and Yadagiri, C., 2018. HR Branding, A Tool for Attracting &
Retaining Talent in Missile Manufacturing Industry in Telangana State. Journal of
Social Welfare and Management, 10(2), p.204.
Prieto, L.C., Mathur-Helm, B. and Dawson, K.N., 2018. The ethic of care: an HR strategy to
address obesity in the workplace. Human Resource Management International Digest.
Stone, K., 2017. Best Practices in Human Resources: An In-depth Analysis of Innovative HR
Policy Used by Top Companies.
Torres, K.M. and Statti, A., 2021. Utilizing Technology to Enhance Human Resource Practices.
In Designing and Implementing HR Management Systems in Family Businesses (pp. 83-
100). IGI Global.