Human Resource Management Report: HRM in Unilever PLC

This report delves into the core aspects of human resource management (HRM) within the context of Unilever PLC, a multinational consumer goods company. It examines the pivotal role of HRM, including workplace policy development, compensation and benefits, organizational development, staff training and development, and business partnering. The report analyzes the effectiveness of recruitment and selection processes, detailing various stages such as database searches, advertising, networking, applicant processing, and interviews. Furthermore, it explores the impact of staff development and talent management on employee performance, and critically assesses how HR systems and policies, like those concerning sickness, grievance, and performance management, influence business objectives. The report also highlights the importance of the Equality and Diversity Act in recruitment and selection, ensuring fairness and inclusivity. This report provides valuable insights into the complexities and strategic importance of HRM within a large-scale organization.

Human Resource
Management
Table of Contents

INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Role of human resource management......................................................................................................3
Effectiveness of recruitment and section process....................................................................................5
Analyze impact of development of staff and talent management on performance of employee..............8
Critically assessments how HR systems and policies impact on business objectives............................11
CONCLUSION.........................................................................................................................................13
REFERENCES..........................................................................................................................................14

INTRODUCTION
The term human resource management is an approach where effective and efficient
management in firm so that they can help to achieve their business competitive advantage and
also it is a practice of hiring developing and recruiting their employee in business organization
(Anderson, 2019). It can handle all aspects of employees to perform various functions like job
analysis, recruitment, selection of human resources, training and development and human
resource planning. For this assessment, Unilever PLC is a British multinational firm for
consumer product which is headquarter in London and offers various products which were
named as drinks, food, confectioners and many more. This report covers various topics such as
role of human resource management, effectiveness of selection and recruitment process, impact
of development staff and talent management, how helpful HR policies and procedures which are
named as sickness, grievance of performance management that can impact business operations.
MAIN BODY
Role of human resource management
Human resource managers and supervisors are one of most critical decision facing in
workplace is talent acquisitions better known as a recruiting. It is a process for employee hiring,
developing policy relating to workplace and developing strategies for employee to training them
in an organization. Key roles of human resource management with context to Unilever PLC are
as follows:
Development of workplace policies: Each and every firm has some policy in business
organizations to make sure that there is effectiveness, fairness and continuity within
organizations can develop. Human resource management to develop surrounding their policies
and development of policies, human resource management executive are involved in various
departments (Anderson, 2019). For Unilever PLC, this organization of human resource
management are expert will expected to distinguish their need of policy, change of policy to seek
their opinions and then communicate those members which related to their policy in

organizations. Everything which needs to be involved that all department in organizations such
as discipline process policies, vacation policy, active policy and internet usages policies.
Compensation and benefits: Compensation and benefits in organization human resource
management professional needs to be determined or recognize that compensation is fair for each
and every employee and they can meet their standards to their high enough people to work from
their organization which is employee receive his or her work. Human resource professional need
to make sure that each and every employee are comparable what will be performing similar jobs
are being paid and it involves setting up to pay system to take consideration in organization
(Benešová and Tupa, 2017). For Unilever PLC, fair compensation is a very important role in
human resource management and it is governed by legal contract and social contract
compensation where employee has been far to motivate them to do their best to accomplish their
organizational goals and objectives to stay within a company.
Organizational development: Development of organizations involves around
interventions to make organization more effective and efficiently and various techniques are
involved job analysis and job designs based on micro level activities is organizational change
and organization design procedures. With context to Unilever PLC, they can determine their jobs
for similar to job analysis where they can any variety of skills and tasks are included and job
should be important for those holder who have knowledge and having a degree of self-
sufficiency. All related roles and responsibility of workers for job and enrichment.
Organizational change are main reason for micro level interventions that will affect whole firm
and effectiveness will provide key input and design their interventions to accomplish their goals
objectives to achieve change and maintain more effectiveness in organization.
Staff training and development: Many organizations have to dedicate towards their training for
employee and hiring a new training to provide leadership training to promote their staff members
(Fath and Jorgensen, 2020). Every department can visit workplace training to make sure and
ensure that there is adequate training will be provide but also to support those continuing
developments of workers through applicable guidance courses and workshops. In case of
Unilever PLC, they can promoting employment development to play important function in staff
retention and engagement which is a essential part how winning firm is and many responsibility
are made up by function by various department can let their technology to automation of certain

process. Once they can perform by dedicated members of human resource team this firm provide
valuable insight into using their efficiency is implementing a new policy to be suggested
improvements make a structural changes are implemented with a smallest impact.
Business partnering: The major role of human resource management is business
partnering that there is a partner of firm which helps to provide their tactical and strategic advice
which needs to be an equal partner to setting up their direction of organizations and move in
right direction. To becoming a successful partner it requires a strategy mindset and understands
their internal and external business context as well as their advisor of line manager and senior
management.
Effectiveness of recruitment and section process
Recruitment: It is a process for searching their prospective employee applies jobs in
their organizations and more and more person is applying them for job (Febriani and Yancey,
2019). They will discover that recruiting a better person for attracting prospective employee and
stipulated them apply job in their firm. Recruitment is concerned about their attracting and
ensuring a qualified employed to be selected and development of maintenance to adequate
manpower resources. It is a procedure to discover many resources to adequate manpower to
assemble their necessities of staffing calendar and workers useful measures for attract more and
more employee to sufficient number to ease successful selection and capable and effectively
working force.
Process of recruitment:
Database search: This process of recruitment is useless in accounting and requirements
so that we have urbanized an wide database of high excellence candidate are should be selected
at all levels of departments (Jang and Ardichvili, 2020)
Advertising: Sometimes advertising is most important tool for recruitment so that they
can attract their employee to advertising through sales promotions, templates and so on and it is
also able to help any people in marketplace who might not register with us they are the one of
preferred method of advertising through internet.

Networking and referrals: It is one of main source for candidates that will help to
attract clients towards their firms through our extensive networks within professional body such
as CPA, ICAA and so on. This network also includes a social group both real and internet-based
they can consider that good person or other good person they can refer to those person who have
interested in this job and this firm hiring for those employee.
Processing the applicants: It should also relate that screening and interview process are
conducted by two candidates and during this process and they have used competency based on
behavior based what candidates are gained through understanding of their abilities and also take
time to give individual job advice and therapy so they have ineffective in applications (Kizito,
2019). They will have gained something through their procedures. After completing process that
they prepared of detailed summary and submit to its clients.
Submission and interview: Once applicant is deem commendable of submission and
they will send to summary report through their CV in proper format then they will follow up
mail and call to arrange a meeting for interview process for both the parties. When consultant
will be accessible to listen meeting if they will require assistant lessons in the interview
procedure.
Feedback and offer: When interview is finished their will take a give criticism for both
the parties and ensure that all suitable documentation including references and CV are made
available to candidates. If an offer are available to communicate on behalf of firms and manage
their process so that they can best probable ending.
Retention and commencement: When applicant are commence their role of consultant will
keep in touch for firm and new employee to make sure that both the party are gathering their
obligation (Kocian, 2019). They will continue in touch until applicant effectively complete their
probation period and once after 3 months they can complete probation period they have a offer
letters and certain strategies to retain the new staff member.
Selection: Selection is a procedure when firm pickup right candidate with perfect
qualifications and all capability are included in this one person to fill their job in business
organization and differentiate between job applicants to filter and higher those who can
accomplish their better achievement in their job. Selection is showing to fit in job applicant who

have been made to apply for vacant positions where process starts comes to the end. Choosing a
right candidate in firm within organizations are most appropriate person for current position as
well as upcoming positions in their business organization.
Process of selection:
Inviting applications: This means that perspective candidate can apply for jobs within
an organization or inside the organization are famed as applying for post. For providing proper
details job description and job specification and should be provided for advertisement job attract
a large number of candidates for various areas (Lal and Datta, 2018)
Receiving applications: All applications are should collect proper information about
applicant which give essential in sequence about their professional and personal information of a
person which includes official analysis and contrast of other applicant.
Scrutiny of applications: This means a limited period of time within which company are
given for their candidates that they should be received their application and application are sorted
out in computer application can get be rejected and matching job specification are also rejected.
Written test: A firm provides a final list of candidate they can test their prospective
examination of application written test to be conduct. This study test is conducted for thoughtful
their practical information about candidate how they can knowledge about their any information
related to their firm, general knowledge, interest of candidate this process is very useful where
number of applicants is large.
Psychological test: This test should be conducted from an individual person and it is
helpful to finding out such individual quality for a scale of a person how they can knowledge
about any organization and how much experience is. This type of psychological test of aptitude
test, intelligence test, personality test and so on (Laundon, McDonald and Cathcart, 2019)
Personal interview: It should be conducted that through test and interview adversely
perform person to percentage into individual or a panel is generally involve officer from top
management like board of directors are conduct interview for a person to person. Directors are
asked several question about their experiences or other job their families, background, interest,

strength and weaknesses to identify their experience so they can take a final decision of selection
interview.
Reference check: There are providing at least two references that firm attended and it is
a cross checks out information that would be provided by candidate applications and during their
interview.
Medical examination: To identify their substantial power and fitness of a particular applicant so
that they can take up a job in unkindness of good test and interview applicant can be discarded
on basis of physical condition (Kizito, 2019) .
Equality and Diversity act in recruitment and selection process that there is seem to
require complex area for recruiters and employers from suspicious legal fulfillment position.
Variety takes a wide and most optimistic look they still need to ensure that favoritism are play a
part in selection and recruitment procedure but it significant to difference people understand their
positive benefits on varied range of talented person. A helpful advance to multiplicity allow to
choose best person for job based on value alone such as age gender, disability, race that are not
applicable to their person for capability to job. Some legal position related to their fairness act
2010 protect people in service on discrimination, annoyance and other detriment because of
following features are gender reassignment, marriage, civil partnership, pregnancy, religion,
beliefs, sexual orientations and age. Legislation covers direct and indirect favoritism as well as
their connection perceptions. Individuals who take discriminatory actions of their potential
accountable as well as organization which is provided in firm to look all reasonable steps to
prevent their employee from discriminating, harassing and victimizing someone also.
Analyze impact of development of staff and talent management on performance of employee.
Impact of staff development on performance of employee that they should improve their
workers guidance can reduce their staff revenue, lower preservation cost by decreasing their
breakdowns equipment and fewer clients are complaint (Lee, 2019). Better performance from
employee created a less needs of supervision and bring increased output. It is important that
contribution to overall effectiveness for profitability and productivity in an organization which
provides a systematic approach for training and follows all workers in an organization. They are
able to perform their duties to contributions a successful organizational goals and objectives of

training and development needs to improve their profitability and positive attitude towards
orientation that would improve their job knowledge and skills will higher level of organizations.
They will also improve moral of workforce and have employee organizational goals and
objectives. It should improve their performance of firm and employee gets desired skills and
knowledge required for task to execute. Employees weakness turn into their strength and help to
get a better understanding what and how to execute their better ideas.
Increasing satisfaction: They feel confident to gain their skills and knowledge training
helps them to perform task easily and also they innovate new strategies to execute their task this
will help to maintain level of satisfaction of employee performance in an organization.
Impact on talent management on employee performance:
Talent management strategies in organization that helps to decrease their slow destruction
rate which improving employee retention and organizational performance to get motivated and
engaged and satisfied (Machado, 2018). Talent management not only hires, reinforce to evaluate
their talent but also lead to increase their personal growth and satisfaction of employee. It has a
positive impact of employee performance where talent management involves entry strategies that
considered to develop process of recruiting, hiring and retain their employee with necessary
skills and knowledge to current and future worker needs which is crucial to performance of
employee. Talent management is essential of HR department to boost their employee
performance to handle their talented management one of best options in organization which
should be enhance or increase their performance as compared to other competitors. Talent
management is a major impact and work force where it is a properly administrative which is
making a difference of how employees perform in particular organization.
Approaches to talent management
Developing job descriptions: Each and every job opportunity are taken internally and
external description that choose are significant and to make sure that all duties are clear into
concert of job that will make sure people exactly what is expected of them (Malinowski and
Skoczko, 2018). They have a high proceeds rate because person were misleading concerning
what going to part of job. To make sure that all necessary or essential requirements for applying
that will help to minimize their number of applications and discard who are not qualified.

Provide development opportunity: From previous workers, confirm that they are
continuing opportunity to promote their development in occupation. They can do something
today training classes or something that would help in daily duty. It can be organization
preparation program that allow entry level professional to increase their precious information,
opportunities and experiences.
Performance assessment: This is best way of workers to realize that how they can
improve their regular assessment and how they can done periodical or per year in order to be
efficient and efficiently (Marinakou and Giousmpasoglou, 2017). To manage this assessment are
frequently done by organization and give overview of brief that what was done in workers and
how presentation are going moving forward.
Selection process: Sometimes a person will stand being for right individual and how
firm can choose their perfect candidate for true procedure of selection will make a decision
easier and faster. They want to make sure that all necessities are met such as reference verify,
medical examinations are completed.
Successful compensation: In terms to employ good aptitude compensations that need to
be imposing and they do not have a thousand hire than competitions but also goodwill for being
a better firm with a better reward techniques are also recognized. Better fitness care advantages
and extra power always had to obtain capacity that workers keep them on floorboard. An
ongoing increases and bonus are big encouragement and reward for job well done.
Best practices models are should be determined such as aptitude policy might be connected with
various strategies of firm, professional organization which need to be developed (Masoud,
2020). It was better financial presentation are more likely to use competence is role of success
profile, talent management leads to a succession management and compass broader portion of
employee population, talent management is not a democratic system, possible performance and
willingness are not the same thing, talent managing is all about put their right person in the
accurate job, talent management when is more about how’s than what’s, software does not equal
to talent management.

Critically assessments how HR systems and policies impact on business objectives
Implement policies and strategies support to other specialists and use their performance
management to develop and evaluate their team able to perform positive work relationships. It is
important that HR policy should critically evaluate and conceptualizing, analyzing and
evaluating their information to reach and answers or conclusion. Human resource policies
support their business strategies to play important role in efficiently implement an firm HR
policy (PRATI, 2020). They also give constancy and simplicity of managers and help to increase
their contract and produce a constructive organizational background. Human resource policy are
important their organizations because they can communicate values and expectations how things
are to be done to your business organization document, implement a best practices of suitable to
their organization, help business to construct decisions, they are reliable and expected to support
their firm strategy.
Grievance: Grievance handling procedures of an organization can affect harm in their
surrounding of a firm that can essential part of a good employee relations cultivating running a
successful and productive workplace. They have a negative effect by misinterpretations or
misapplication of a written company policy of collective bargaining agreement and prepared
grievance procedures in place and ready to be implements to maintain their disciplines and
conflicts arise because of grievance. The purpose of grievance is to resolve their issues in
workplace is quickly and fairly minimize any stress caused in procedure are being resolved.
Human resource manager talk to employee to understand grievance and invested a lot of time
should be invested to identify their employees such as they can change their behavior, suggestion
box, open door policy, opinion survey, effective exit interviews. In case of Unilever PLC, it is a
state that firm can answer to help employee to lodge complaints so that they can resolve them
easily and was considered at employee’s handbook can easily access it.
Acknowledge the grievance: It would helpful to listen more than talk with employee
grievance acknowledge their firm and all issues are resolved that receive their report and willing
to do something about it (Meyer and Leitner, 2018)
Investigate: It is essential that whether it is a grievance or any enquiry about the
employee or any situation are gather and reliable information is not always necessary that

involves other stuff that it will be informed and given a chance with them and put forward there
on shreds of evidence.
Take your decision and act accordingly: It is a process that once they have collected
all required information that they are closely examine their situations and they accept the
grievance for whole project it would be held to let know about their employee writing about their
actions and advise on employee how they can deal with this other similar situation.
Performance management: Having an effective performance management is increasing
their productivity and profitability of firms and helps to identify a performer to make motivates
towards their hard worker. Having a better performance management program can also ensure
that managers can accomplish their goals and objectives according to their performances and co-
ordinate with hiring and workers development plan. It is also affect company that human
resource role is to manage their associated work for workforce and more and more productive
and turn into better performance of workers and is a key role in engagement motivation of
employee (Mobini Dehkordi and Torkaman, 2020). It helps to focus their attention of
businesses and helps to align their workers resources and their systems to maintain their strategic
objective organization which have a better performance management. Many organizations can
take decisions according to their workers performance and determine how they can perform
work in an efficient manner and focus on performance of organization and develop their overall
team members in organization or individual job performance.
Performance management also impact employee performance where ensuring an employee
having a clear goals and objectives and understand their performance feedback and coaching to
manager of impact that team performance. Many businesses have shifted their organization to be
more effective manner and performance increases their accountability and ownership of
individual performance through their goals by helping people and maintain their positive
relationship between team members and create a culture of feedback that motivate employees to
work better together (PRATI, 2020). Performance management impact also their organizational
performance of their workers need to bring people processes and systems to work together and
individual team understand to how and why they contribute that organization outcomes to be
more likely and can contribute in business success and firms to promote their transparency
collaborations for all employee and worker can also work together to achieve a common goal