MOD003486 - Human Resource Management: Strategies for Business Growth

This report explores the role of Human Resource Management (HRM) in reinforcing business operations, using Unilever as a case study. It discusses key HRM operational models such as legal agreements, payroll benefits, leave policies, performance evaluation, training and development, and rewards. The report emphasizes how these models contribute to employee satisfaction and organizational growth. Furthermore, it details strategies for enabling new employee success through effective onboarding processes, including creating onboarding portals, fostering connections, defining roles and responsibilities, offering peer periods, discussing work culture, aligning missions and visions, setting employee goals, and providing social identification. The report highlights the importance of employee skills and abilities in driving organizational success and suggests ways HRM can cultivate these attributes.

Human Resource

Table of Contents
Human Resource..............................................................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
HR operating model which can support an organization to reinforce business...........................3
Enabling new employee to be successful.....................................................................................5
Employee skills and ability through HRM:.................................................................................7
Development of skills and ability to execute the business strategy:............................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
A business requires different functions to be implemented for attaining the better growth
of the organization. The report is demonstrating the concept of business proposals and how they
have to manage the entire arrangement of the association. Human resource management is a
team where they have a responsibility of hiring, firing, providing the training for the
development and all other facilities which an organization needed to be successful. This report is
describing the HR management and its functions from which a company can achieve their goals
and targets(Pombo, C. and Gomes, J., 2018). In addition, choosing the organization Unilever
who is multinational consumer goods company situated in United kingdom which will help in
understanding the HR management and their structure from which a small-medium and start-up
companies can follow their strategies and theories to make their growth as Unilever company.
MAIN BODY
HR operating model which can support an organization to reinforce business.
In any department, it is obvious that an individual or a management requires a various
objective to build a business. The management should be successful with different operations to
be implemented in the company. A company Unilever who is British multinational consumer
goods organization located in London, United Kingdom. The organization is dealing with many
products of different varieties which has been provided to the people and consumer. Good
includes food and beverages, beauty products, personal care, cleaning agents and air purifiers.
The company mainly deals in soap essentials in the entire world. The products are delivered in
many countries around 190 places(Ogbazghi, 2017.). They have 400 and additional brands which
they are supplying and gain around 51 billion euros in 2020. This international organization
needs an accurate management team and employee to make and plan more growth at the higher
level.
Over the past years, it has been studied that human resource management can reinforce
the business and can provide a better maintenance of the employee and organization. Human
resource have a responsibility of recruiting, firing, payroll system and other more duties to be
followed. There are numerous model and theories from which this management can put effect on
the organization growth. Let's consider how the HR management of Unilever company utilizes
the model for running a business at successful position.

Legal Agreement : The first operational model is about legal agreements. The process of
maintaining all the rules and regulation under the government policies is the main purpose of the
agreement. Government has right to change or modify the legislations from which an individual
has to accept and follow them. Unilever company management always makes their contracts
including to the upper authorities laws such as tax modification and other important activity.
After the pandemic Covid-19, the company create a rule for all the employee to maintain the
social-distancing and proper utilization of masks and sanitizers.
Payroll Benefits : People work for surviving which includes food, shelter and fabric. It is
common that all these activities are bought by the money only. Many employee get suffer from
this paying system and at last they have to quit the job facilities from which a company has to
deal with loses(Urbancová, and Vrabcová, 2020). Unilever HR management has made beneficial
salary system for an individual employee. The effective and error-free salaries are provided to
them and apart from this they offer the health insurance and fund plans for taking the care of
their families and relatives. This method can be utilized by any of the occupation either small,
medium or international organization.
Leave Policies and Law : This subject is demonstrating the policies of the HR management.
Providing the beneficial leaves to the employee will make a good impact on the growth of the
company. Most of the organization employee has a complaint that their management do not offer
the sufficient leave policies which creates a bad effect on the company output. Unilever serve the
different occasional leaves to their employee as emergency or medical leaves, holiday and
cultural leaves and flexible hours. The company offers the resources of the flexible hours to the
workers by applying at online portals or even via email process. The start-up or small business
organizations have to supply these policies which can help them to move further.
Performance Evaluation : The management should identify the employee skills and abilities
which they can perform to make an effective modification in the development of the company. A
performance evaluation can be impressive but many companies has not an idea about this
method. When a management do not evaluate the employee performance they had to deal with
many ups-and downs and put direct effect on the company economy(Lyskova, 2018). Unilever
HR management practice the clear performance of their employee and makes a proper
communication with workers so that they can attain the feedbacks and reviews about any
respected subject.

Training and Development : In most of the company, the authorities hire the people and do not
focus on the employee performance and working pattern. The proper training is required to the
worker so that they can understand the seriousness of the particular objective. Along with this,
the employee will be able to set the targets and goals which they have to acquire in the specific
duration. Unilever conduct the training session and seminars to train the employee about their
motives and work process including how they can achieve the higher growth in limited time. The
training is the important function for the development of any department or industry as it will
help them and an employee to be focused and balance the work pressure(Hook, Jenkins, 2019).
Rewards : The last factor describes the reward activity which should be followed in every small
or big organization. The employee working in a company should be awarded for their great
efforts and power which they are contributing in the development of the company. Unilever
management practices this strategy to makes their employee a valued part of the industry and
also helps to encourage them for the future success(Sorati and et.al., 2019.). Apart from this, it
helps in motivating the people by giving the rewards such as providing the incentives, bonus,
appreciations in front of the entire team and some more services by evaluating their performance.
A start-up or SME type organization when apply these operational theories in their firm will
definitely attain the good results and can drive their business at successful position.
Enabling new employee to be successful.
On-boarding is the important factor because it helps in generating the employee abilities
and skills along with the company's philosophy and to build a higher growth of an individual.
The human resource management has a responsibility of focusing on the employee behaviour
and performance. This management can push the employee to be a successful trader and makes
an excellent organization development. Here, framing some steps from which management is
able to drive new employee at higher growth.
On-boarding Portal : The HR management can create an online portal where new employee
can give their views and suggestion regarding nay difficulty or demand they require to be
fulfilled. In addition, also add the company information, their work process and other polices
which they have to maintain in a company, from this they will get an idea about the work and the
organizational behaviour. This human resource management can also make a short video
featuring the employee personal touch(Banfield. Kay and Royles, 2018). Apart from this, also

track the links which a new employee has been searched so that management will be able to
know the interest of the employee learning.
Connection : The main interaction and understanding of an employee leaning starts from here.
A good communication and connection will be helpful to know more about the employee. At the
beginning, introduce the new member of the team with the entire group and team leaders for
making them comfortable at new place. Making these short meetings can help person to feel a
part of the organization(Kesler., Kates., 2015). At the day of starting, makes a conversation
asking about any obstacle if they are going through and greet them, so they cannot feel a left out
part in the company.
Roles and Responsibility : On the joining day of a new employee make a conversation of their
roles and responsibility which have to maintain in the company. For making them comfortable
also tell everyone about their first work performance and how the worker has contributed in the
first day of the job. Apart from this, HR management should email about the responsibility and
roles information which has been observing by the new employee in the organization and let
them know for any feedback and reviews. Give them approximately 30 days of peer period so
that they can have time to understand the following activities.
Peer period : A peer period will help a new employee to understand about the organization
culture and behaviour along with work structure. Offer them maximum 30 days of prohibition so
that they will get time to know the department needs and expectation from them. In addition,
when a peer period of 30 days gets over then to make a valued conversation to them to make a
good relation for the further existence(Taylor., 2018).
Discuss work culture : Concentrate on the employee and help them to understand the work
culture. Many organizations left new employee to figure out the culture but if affects them
directly, and they feel left out in an entire industry. Employee feel more courageous and
confident when they are able to understand the organization culture and norms which will drive
them to be a successful trader or entrepreneur. Management should ask the new member to
furnish their thoughts abut the respective culture and suggest something if they can do better to
obtain an excellent work culture.
Mission and vision : At workplace it is important to discuss the missions and vision of the
organization or a new employee as well. It should be discussed on the interview day and also in
the weekly meetings. A new member can focus on the target and able to achieve that by getting

the entire information related to the work. Along with this, HR should remind the current and
new employee as well about the targets and vision. A management can ask a new employee
about their vision and mission in life and help them to achieve a big picture. A clear vision and
mission help a worker to display their skills and knowledge.
Employee goals : Discussing the employee goals and targets give them anew direction to
achieve and grab it in an easy pattern(Berard., 2013). A valued conversation about the employee
career gaols and help them to attain will make them feel supported and a valued member of an
organization. HR should help them top understand the 30 days of work pattern so that if they
have any difficulty they can talk about this to the management. An employee short-term or long-
term goals can be discussed and provide them a well making concept to obtain it.
Give Social Identification : In the identification of each member of a company requires a time
and providing them 30 days of time is a big benefit for the employee to feel confident. A
management can organize a special event to make a connection and recognition of the team
members other than office hours. An individual needs a particular time to understand the
behaviour of people as every human is different in its own environment. In the social events,
make them participated and ask them to meet and greet every one to acknowledge different
personalities of an organization.
Employee skills and ability through HRM:
Employee skills and ability plays a vital role in the success of the business organization,
human resource department ensure that all the employee should be high skilled and must have
ability to demonstrate the tough situation faced by employee within workplace (Khandakar and
Pangil, 2019). There are certain approaches of HRM practice which allow business to manage
people and their productivity within workplace. The HRM of Unilever use contingency approach
in management of human resource in the workplace. There are certain best practice in HRM to
increase employee skills and ability such as:
Security to employee: when it comes to security, the job security remain on top. Human
resource management of business organization ensure that employee remains fearless regarding
their job concern. This one of the most effective best practice of HRM to keep the skills of an
employee developing and provide them training and development to increase their ability. The
HRM of Unilever mark the job security to increase the productivity of employee, they are more
concern about the ethical practice of maintaining fear trade with employee, hence the skills of the

employee are push with the concern of job security. The company have the best practice to
provide training and development to increase the ability of employee within workplace.
Selective hiring: since 1980 to 1990, businesses have developed business strategy to hire talent
in the workplace, this talent is very important. Selecting process of HRM is one of the best
practice to improve the overall productivity of the business organization. Human resource
management take initiative to take talent into the workplace (Storey, 2016). The HRM of
Unilever have this best practice since their establishment, the company have been known for
selecting highly trained and talented employee in the business organization. They plan a strategic
approach to select only those who are able to complete their part or responsibility in the
workplace. Some of the business strategies are mainly depend upon the skill level of employee
and their ability in demonstrating such strategies.
Fair trade: fair trade are one of the most important practice of human resource management, fair
trade means a business try to create fair policies which suit both, business and employees. These
policies may include fair salary and wages, compensation, financial benefits and reward
according to the performance. It is very important of HRM to maintain corporate responsibility
which is connected with the rights of an employee. The HRM of Unilever understand the best
practice of providing fair trade with the employees. Theory of the best practice in HRM highlight
that fair trade increase the productivity of employee and make them more skilled. It is observed
that employee try to increase their ability by fair treatment of HRM in the business.
Training of skills: skills plays an important role in the business organization, without the skills
an employee can not survive the dynamic nature of the business. There are some skills which are
very important in the workplace such as communication skill. Training of these essential skills
are the best practice of human resource. An HR department of company know that every
business strategy need skills of employee to make it possible. The HRM of Unilever have the
best practice to train their employee and improve their skills. The HRM ensure that employee
learns new skills and improve their existing as well.
Information provider: human resource is well-known for information provider, these
informations are related to employee and their important documents. When a business
organization have the best practice to keep the manage of people under control then they have to
keep all the documents of employee and provide them in time of needed. The HRM of Unilever
have been keep the process smooth to manage their employee in the workplace, they provide

information which an employee wishes. This part of HRM smooth the process of requirement of
employee in any kind of information, or the information they would like to share with the
management of business organization (McIlwraith, 2021).
Development of skills and ability to execute the business strategy:
Every business plan their own business strategies for various purpose and every purpose
involve the role of human resource in the process. These strategies are been completed by
employees who give their best in performance, they execute business strategies. Some strategies
push the limit of employee and their skills will be tested, they must have ability to demonstrate
every strategy that a business propose. Strategy are direction of the business for a long term
purpose, skills and ability of employee is necessary. There are certain area where an employee
need to focus in execution of business strategies such as:
Management initiative: the skills of the employee will be test at this point where they have to
take a step forward for management (Daft and Marcic, 2016). Although business organization
never allow employee to take part in management but at some situation the employee need to
manage for execution of business strategies. This only can be possible if an employee have the
managerial skills which is trained and developed by human resource management of the business
organization.
Communication: every business strategies need effective communication to handle and manage
in business organization (Hargie, Dickson and Tourish, 2017). Some business organization push
employee to effectively communicated with the team or within the workplace. An employee
must have effective communication skills to execute business strategies, some strategies need
high level of skills of employee to complete it on given time. Employee must have every
required skills which a business organization need from their employee.
CONCLUSION
In this report we have discussed Human Resource Management and provided an
operating model that help business to reinforce their goals and objective. Later we have
discussed operating model with advantage and disadvantage. Later we have discussed innovative
approaches to attract high skilled talent in the business organization and discussed approaches,
theories and best practice to make new employee successful. At last, we have discussed the best
practice in human resource management employee skills and ability to execution of business

strategies. The best practice may include hiring process, security to employee and proper training
of skills and ability. This report illustrates the entire concept and functions related to HR
management and ensure that this can be helpful for the small-medium and start-up companies to
make a stable and rapid growth by following such activities.
REFERENCES
Books and journals
Banfield. P., Kay. R., and Royles. D., 2018. Introduction to Human Resource Development. 3rd
Ed. Oxford: Oxford University Press.
Berard., J. 2013. Accelerating leadership development practical solutions for building your
organizations potential. 1st ed. Ontario: Jossey Bass.
Daft, R.L. and Marcic, D., 2016. Understanding management. Cengage Learning.
Hargie, O., Dickson, D. and Tourish, D., 2017. Communication skills for effective management.
Macmillan International Higher Education.
Hook., C., Jenkins, A., 2019. Introducing Human Resource Management. 8th ed. Pearson.
Kesler., G., Kates., A. 2015. Bridging organization design and performance: 5 ways to activate a
global operating model. Wiley.
Khandakar, M.S.A. and Pangil, F., 2019. Relationship between human resource management
practices and informal workplace learning: An empirical study. Journal of Workplace
Learning.
Lyskova, I., 2018. Mental Reengineering as an Intellectual Technology of a Human Resources
Quality Management in a Modern Organization. Advances in Social Science, Education
and Humanities Research. 205.pp.903-906.
McIlwraith, A., 2021. Information security and employee behaviour: how to reduce risk through
employee education, training and awareness. Routledge.
Ogbazghi, R., 2017. Talent management as a new form of sustainable human resources
management. Latgale National Economy Research.1(9). pp.95-108.
Pombo, C. and Gomes, J., 2018. How does work engagement mediate the association between
human resources management and organizational performance?. Problems and
perspectives in management.(16, Iss. 3).pp.63-79.

Sorati, A.N.,and et.al., 2019. Providing a Model for Shaping Horizontal Alignment among
Human Resources Management Practices.
Storey, J., 2016. Human resource management. Edward Elgar Publishing Limited.
Taylor., S. 2018. Resourcing and Talent Management. London: Kogan Page.
Urbancová, H. and Vrabcová, P., 2020. Age management as a human resources management
strategy with a focus on the primary sector of the Czech Republic. Agricultural
Economics.66(6). pp.251-259.